As previously shared in ENews, the staff performance review cycle is transitioning from a calendar year (Jan. 1 to Dec. 31) to a fiscal year format (July 1 to June 30).
To support this shift, the current performance review cycle will span 18 months (January 2026 to June 2027), with the first annual performance reviews under the new timeline launching in July 2027. All other future cycles will span only 12 months, as usual.
As part of this updated process, a mid-year performance check-in is being added to the performance management process beginning this August/September.
While this year’s performance check-in will help us transition to the new fiscal year timeline, it will also become a permanent component of the performance management process, providing employees with more timely feedback throughout the year. The performance check-in does not replace the annual performance review and is only meant to serve as an additional opportunity for feedback.
For the current cycle, the performance check-ins will take place in August/September. In all future cycles, check-ins will occur in December/January, aligning with the midpoint in the fiscal year.
From Aug. 10 to Sept. 18, supervisors will meet with their direct reports for a performance check-in conversation. Classified and non-classified staff as well as certain FE/AP employees hired on or before June 30, 2026, are eligible for this year’s performance check-in.
These check-ins will be incorporated into an existing one-on-one meeting and are intended to be meaningful, two-way conversations between the supervisor and employee about accomplishments, challenges, goals, and opportunities for growth.
The performance check-in process does not include an employee pre-review, and supervisors do not need to prepare or submit documentation before meeting with employees. Rather than serving as a formal report from the supervisor’s perspective, the check-in is designed to encourage a dialogue with your direct reports and provide timely feedback between annual performance reviews.
After each check-in conversation, supervisors will document their discussion in the Blue system using a brief memo-style form.
Employees will receive an email within 24-48 hours of their supervisor submitting the form to sign and acknowledge their check-in within 10 business days. Employees will also have the ability to leave comments on their check-in form, which will then be provided to their supervisor. After 10 business days, the check-in will be considered final, with or without a signature.
Additional information is available on the Talent and Culture website, including a list of FAQs. For questions, please email PerformanceManagement@wvu.edu.