Supervisor Toolkit

UW-Green Bay recognizes the impact that all supervisors have on the quality of work, level of productivity, and work attitude of the employees they lead. Supervisors contribute greatly towards the growth, loyalty, motivation, retention, team spirit, and development of employees within our institutional community. The below toolkit has been designed to support supervisors through all aspects of the employee career cycle and provide leadership development resources to further their own career growth.

The information on this page is intended for use by the supervisors of professional faculty and staff. The information can be used as a reference point while a toolkit is being assembled for student employee supervisors. Please visit the student employment website for more information. 

Strong work relationships depend on regular performance feedback. Performance evaluations are an important responsibility of all supervisors within UW-Green Bay.

The university’s performance management program is essential for the continued growth and development of our workforce, and it enables employees and supervisors to focus on behaviors and actions that have a direct impact on departmental and institutional results. The performance evaluation process includes setting employee goals, providing continual feedback, documenting performance and evaluating results.


When an a University Staff member is hired, supervisors must conduct a performance review both three and six months after the employee starts working. It is recommended that a six month post-hire performance evaluation occur for non-instructional Academic staff and Limited employees as well. Performance evaluations must occur for all faculty and staff on an annual basis, thereafter, in accordance with the following schedule:

Employee Type Review Period Due Date
University Staff/Non-Instructional Academic Staff/Limited Calendar Year (January 1st - December 31st) 4th Friday in March
Faculty/IAS (Annual Review) Previous Academic Year (August - May) January 31st


Other Performance Management Tips for Supervisors

  • Engage in frequent informal conversations around performance throughout the year, whether through your regular workload meetings or stand-alone sessions. These informal interactions pave the way for formal, documented performance reviews, and ensure that there are no surprises for the employee when it comes time for the annual performance evaluation.
  • Communicate expectations clearly and collaborate on goals. Aligning expectations and ensuring understanding is key to strengthening individual engagement and team success. Collaborating on the development of goals will assist employees in feeling ownership of their professional development.
  • Address performance challenges early and often. Ignoring the problem is not an effective solution. Consult with HR early and often when you have an employee who is struggling.

For more information about the performance management process, please see the general Performance Management website. Additional information about faculty reviews outside of the annual review process (i.e. tenure, merit, etc.) can be found in the Faculty Handbook.