The goal is simple: less time completing forms and more time having meaningful conversations.
Option to receive multisource feedback from managers, peers, and internal stakeholders.
As part of the transition to the new performance management process, the 2026 evaluation period will be extended through May 2027. Beginning in June 2027, performance evaluations will follow a June-May cycle, with a 6-Month Check-In each December/January.
The new process supports ongoing performance conversations through annual evaluations, a 6-Month Check-In, and goal setting that encourage employee growth and development throughout the year.
Job duties and goals will be 50% of the scoring, and the Shared Values will account for 10% each.
The May 2027 evaluation will cover the time-frame of January 2026 through May 2027 and use the new, streamlined questions:
Question 1: Job duties and goals, 50%
Question 2: Shared Values, 10% each
Employees and managers can nominate up to five people to provide feedback on their work. Choose colleagues who have worked closely with you and can provide meaningful feedback on your contributions, such as project collaborators or team members.
Training coming soon!
The updated approach is designed to make ePerformance:
UTA is transitioning from a January-December evaluation cycle to a June-May review cycle. To make that transition, the current evaluation period has been extended and covers January 1, 2026 through May 31, 2027.
Beginning in June 2027, performance cycles will run from June 1 through May 31 each year.
No. Formal goal setting will begin with the June 2027-May 2028 performance cycle.
The new process emphasizes ongoing feedback throughout the year and includes a 6-month check-in. Employees and managers may also request feedback from colleagues using the nominate participant feature.
The 6-month check-in is an opportunity for employees and managers to discuss accomplishments, challenges, development opportunities, and priorities for the remainder of the review cycle. It is intended to support ongoing communication and development.
Participant Feedback allows employees or managers to invite colleagues who have worked closely with the employee to provide feedback that may help inform performance discussions and development planning.
The employee's immediate manager, or the manager listed as the "Reports To" manager in UTShare, is responsible for completing the annual performance evaluation.
The performance rating scale remains the same:
In UTShare, navigate to:
Self Service → Performance Management → My Performance Documents → Historical Documents
Our team is here to help you navigate the performance management process.
