Performance Evaluation Process

Employees who have been in their position for at least 120 days by the end of the cycle (March 31) and are either Non-exempt, Exempt, or Contingent II, will participate in the performance evaluation process. Contingent I employees are not eligible to receive a PMP evaluation.

If an employee has been in their position for less than 120 days, a formal evaluation is not required. Supervisors should meet with new employees to set goals for the following performance cycle. These employees may or may not be eligible for merit increases. Merit increases occur when approved by the Maryland legislature. More information regarding eligibility will be provided when and if a merit increase is granted.

• Check your PMP Dashboard for updates and deadlines.
• Notifications may be provided via email, but the dashboard has the latest information.
• Use Edge, Chrome, or Firefox for the best experience.
  
  Access the UMB PMP Online Evaluation
  Login to myUMB Portal

Employee:

• Complete a self-evaluation (optional but encouraged).
• Review, comment, and sign your performance evaluation.

Supervisor:

• Establish Operational Objectives and Learning Goals.
• Review self-evaluations and rate employees.
• Complete annual and mid-year employee evaluations
• Assign other reviewers and finalize evaluations.

Other Rating Official & 2nd Level Reviewer:

• Assess employee performance when designated.
• Review evaluations and provide final sign-off if required.

Administrative Users:

• View reports and oversee evaluations without making edits.

• Non-exempt employees: Complete by April 30.
• Exempt employees: Complete by June 1.
• Supervisors will communicate deadlines with employees.
• Self-evaluations must be saved/submitted to be recorded.
• Ratings are required; select "N/A" if unsure.

• Employees can comment before and after the evaluation meeting.
• Supervisors should discuss differences in ratings with employees.
• Comments are required for “Outstanding,” “Below Standards,” and “Unsatisfactory” ratings.
• Employees should sign the evaluation after the meeting.

If you need more details, review the 2024-2025 Staff Instructions.

• Non-exempt employees: Due by October 31.
• Exempt employees: Encouraged but optional by November 30.
• Helps track progress and provide feedback mid-year.

A performance improvement plan communicates the expectations of each employee to remedy any performance issues identified at a particular point in the year, or during the performance evaluation process, for employees who received an evaluation rating of “Below Standards” or “Unsatisfactory.” Plans include instruction on how to correct performance issues within a defined timeframe. Performance Improvement Plans should be developed with the assistance of Employee and Labor Relations.

Related Policies

• VII-5.20 - Policy on the Performance Management Program
• UMB Policy on the Performance Management Program
• MOU: Article 5. Performance Evaluation