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PEOPLE-CENTERED PERFORMANCE MANAGEMENT

UAB Process & Timeline

The UAB Philosophy


People-Centered Mentality
Stronger relationships between managers and staff lead to higher performance and engagement.


Frequent Check-ins
Frequent performance conversations allow these relationships to thrive and align our behaviors with UAB’s Shared Values.


ANNUAL PERFORMANCE EVALUATION
PERFORMANCE CHECK-IN CONVERSATIONS
REGULAR ONE-ON-ONE MEETINGS 
The annual evaluation is a conversation about one’s annual performance.
The steps include:
  • Reviewing previous year goals and adding upcoming year goals
  • Discussing your Self Evaluation
  • Meeting with your Manager
  • Signing your Performance Evaluation
Managers should check-in to assess goal achievement, provide feedback, and offer coaching for better performance.
This conversation includes:
  • Requesting support
  • Giving and receiving feedback
  • Assessing career and development goals
  • Reprioritizing important work
One-on-ones with managers are critical to performance and engagement.
This conversation includes:
  • Giving status/project updates
  • Addressing challenges and barriers
  • Sharing accomplishments and information
For more information, see Annual Performance Evaluation Best Practices.  
For more information, see Check-In VS One-on-One
Frequency:
Once a year during evaluation period (July 1-September 30).
 
Frequency: 
Quarterly – Recommended at least once every 3 months 
Frequency:
Recommended every 2-4 weeks.