2018 Performance Review

Posted on November 15, 2018


2018 Performance Review

The purpose of this communication is twofold:

  •          To emphasise the value of performance management at UP and amendments to the rating scale
  •          To inform and remind you of the performance reviews to be completed for 2018 

The value of performance management and amendments to the rating scale

Roadshows were held per department and faculty to raise awareness around the importance of ongoing conversations as part of the performance management process. The roadshows included announcements about how the technology has been made more user-friendly, and a simplification in rating scale.

Here is a comparison of the old and new rating scale:

Old: 5 (9) point assessment

New: 3 categories


Exceptional/Significantly exceeds expectations



Very good/Exceeds expectations




Meets expectations


Meets some expectations/Developing in role/Improvement needed




Did not meet most or all expectations/ Poor/Unsatisfactory


Performance reviews for 2018

The process consists of the following steps:



  1. Check that both manager and employee have a copy of the correct 2018 Performance Agreement.

To ensure that both manager and employee refer to the same performance agreement during the review

  1. Set up a date, time and venue for the performance review to take place.

To ensure that we allow time for the conversation to take place in private and both parties have adequate time to prepare

  1. Prepare for the performance review.

To ensure that a meaningful and comprehensive two-way conversation takes place

  1. Engage in the performance review conversation.

To share views and reflect on the past year’s success, challenges, learnings, ideas and plans for improvement and development

  1. Ensure that the rating is captured on PeopleSoft.

For accurate record-keeping and providing an audit trail

To ensure fairness of ratings, a process to ensure alignment of individual and institutional ratings will also be introduced this year.

PeopleSoft guides and tutorial videos can be found by clicking on this link:


The due date for performance reviews to be completed is 15 February 2019.

We wish you robust and meaningful performance review conversations.

Should you require any further support please do not hesitate to contact your HR Business Partner.

Ms Sovashni Hefele
Director: Department of Human Resources


- Author Department of Human Resources

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