Performance Management

Monmouth University’s approach to performance management emphasizes continuous learning and professional growth to align institutional needs with employee skills and interests. The University outlines a structured process of ongoing communication between managers and employees termed “Performance Conversations”. These conversations encompass clarifying expectations, setting objectives, providing feedback, and reviewing results.

The University has transitioned its performance management solution to the UKG Pro Human Resources and Payroll System. The system includes a tool called Performance Evaluation, utilized to assess individual contributions over a specific period, typically the fiscal year. The online performance review system, PERFORM, aims to streamline the documentation and sharing of feedback. Employees can access PERFORM through the Core UKG system, navigating to the Talent Management Section and selecting the Talent Dashboard.

The annual evaluation process traditionally begins in May and includes the fiscal year period. In 2025 the University moved from the competency model to open-ended questions. Performance evaluations that use open-ended questions and invite the employee to begin the review create a more balanced and meaningful dialogue. The goal for employees to start with their own self-assessment, aims at encouraging each employee to reflect honestly on their achievements, challenges, and goals, which promotes accountability and self-awareness. This approach empowers employees by giving them a voice early in the process, helping them feel respected and invested rather than evaluated only from a top-down perspective. It also provides managers with valuable insight into how employees perceive their performance, priorities, and development needs, often revealing context that might otherwise be overlooked. As a result, the evaluation becomes more collaborative, builds trust, and leads to clearer expectations, stronger engagement, and more targeted professional growth conversations.

Here’s an overview of the evaluation process:

1. Manager Assessment Notification: Supervisors (Manager I) with direct reports receive a system-generated email notification from UKG to initiate the evaluation process.
2. Employee Begins the Review by Answering the Open-Ended Questions: The employee answers each of the five open-ended questions and forwards to their supervisor. .
3. Manager Answers Open-Ended Questions: Supervisors will then answer the same open-ended questions, not necessarily a response to the employee’s comments but an assessment of the employee that focus on the areas defined in the questions.
4. Review by Human Resources: Human Resources reviews the evaluation and routes it back to the supervisor after their assessment.
5. Acknowledgement and Finalization: Supervisors/Manager I must acknowledge the review by selecting “Sign and Complete.” Once this step is completed, no further modifications can be made to the evaluation.
6. Employee Acknowledgement: The final step is for the employee to sign off on the review.

Additional resources are available for further guidance on navigating the evaluation process.

This structured approach ensures that performance management is a collaborative and transparent process that supports employee development and organizational objectives.