Human Resources
Performance Reviews
Late Summer - Early Fall | Set Expectations
- Supervisors meet with direct reports to ensure employees are clear on CWU's Vision, Mission, Unifying Value, and Core Values.
- Supervisor and employee discuss expectations for upcoming year and create 3-5 goals (if desired).
- (Recommended): To ensure both the supervisor and employee can update goals regularly, consider creating a shared document that allows for real-time collaboration.
- (Optional): Enter goals using Comment boxes on the Values/Goals tab.
Year Round | Check In Regularly
- Supervisor and employee meet regularly to discuss performance and progress.
June | Conduct Evaluation in ePerformance
- Employee Self Evaluation: Supervisors ask employees to reflect on their strengths and opportunities for improvement and add Comments on the Evaluation Tab
- Manager Evaluation: Supervisors consider employees’ key strengths and opportunities for growth and add Comments on the Evaluation Tab.
- Discussion: Supervisors and employees have a two-way conversation to review the past year’s performance and start planning for the upcoming year.
ePerformance Process
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Overview
Supervisors are responsible for conducting annual performance evaluations for each permanent employee. This includes defining success, discussing development, providing year-round coaching and feedback, and evaluating end-of-year performance.
Exceptions for Student and Temporary Employees
Formal performance reviews are not mandatory for student and temporary employees. However, regular, informal discussions about performance and development are strongly advised.
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Tools
ePerformance/Writing Goals:
- ePerformance Goals Template
- Setting SMART Goals (PDF)
- Examples: Well-Written Performance Goals and Development Goals
Performance Management:
- Monthly Online Training Sessions
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Probationary, Trial Services and/or Transition Reviews - Civil Service Employees
- Employees serving a probationary, trial service and/or transition period must be formally evaluated before the end of the third month of service in a position. It is strongly recommended that employees be evaluated monthly during the initial review period.
- A Performance Document with start and end dates specific to the probationary, trial service or transition period is created within the system. At the end of the probationary, trial service or transition period, the supervisor will meet with the employee for the final feedback session and to complete the final assessment. The supervisor will then submit the performance document for approval within the system.
- When the employee has successfully completed the probationary, trial service or transition period, another Performance Document will be created within the system. It will start with the end of the probationary, trial service or transition period and end with the end of the fiscal year.
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References
- CWU Performance Management Policy / Procedures
- Washington Administrative Code (WAC) 357-37 Performance Management
- CWU Bargaining Unit 1 Contract - WFSE
- CWU Bargaining Unit 3, 4, 5, 6, 7, 8 and 9 Contract - PSE
- The rules regarding performance evaluation for exempt employees can be found in the Exempt Policy / Procedures
- For evaluation of faculty, please see the Faculty Bargaining Unit Agreement. Questions on faculty evaluation may be directed to your Dean or to the Provost.
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