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DELTA Employee Guide

Performance Management

The Wolfpack Performance Program (WPP) is the electronic system where performance management documents are created, modified and stored for permanent employees. 

SHRA

The SHRA performance cycle begins on April 1 and ends on March 31 each year. The WPP process uses a conversational, team approach starting with a meeting between the employee and manager to discuss institutional and professional development goals for the year.. The supervisor will enter the goals and professional development into the WPP electronic system and then share the document with the employee, who will receive an email with a link directing them to the performance document in WPP. The employee has the opportunity to  add items or comments, and share with the manager. Once the manager reviews, they may accept the plan.

Supervisors

  • Enter the plan. Navigate to your direct reports performance documents through Manager Self Service. If your employee was hired after March 31 of the current calendar year, a template will not populate in WPP. Instead, you will click the “create” button in the upper right corner to populate a template for the new employee. Detailed instructional guides are available.
  • Complete the appraisal – navigate to your direct reports performance documents through Manager Self Service. Begin entering comments and corresponding ratings. Note that for system purposes,  the institutional goals section will equal 100% and the individual goals section will equal 100%. Think of this as each section being 100% complete; however, the total percentage for the entire document goals will equal 100%. Detailed instructional guides are available.
    • Ensure that you add a next level supervisor by selecting “nominate participant” on the task bar on the left hand side of the performance document. By adding a name and email, the next level will receive an email to view the plan and add comments if they choose. 
  • Note about WPP email notifications to supervisors: If you have an employee that transferred to you from a previous supervisor, you have the option to keep the plan goals in place. However, if you choose not to change anything in the performance plan, you will still need to show activity in the plan as the supervisor. Otherwise, you will receive daily notifications that your attention is needed, as the system will conclude that the previous manager was the last person who made an edit. The WPP system needs the new supervisor to have made a change in the document. To remedy this, navigate to the performance plan and select “save” in the document. This action will add a new row to the audit trail, thus, eliminating the need for the system to send you daily notification to take action on the performance plan. 

Direct Reports

Once your supervisor has entered your goals and professional development and routed your performance plan to you, you may navigate to your performance plan through Employee Self Service. 

Other SHRA Resources

EHRA non faculty

The EHRA performance cycle begins July 1 and ends on June 30 of each year.The WPP process uses a conversational, team approach starting with a meeting between the employee and manager to discuss institutional and professional development goals for the year. The supervisor will enter the goals and professional development into WPP and then share the document with the employee, who will receive an email with a link directing them to the performance document in WPP. The employee will then add items or comments, and share with the manager. Once the manager reviews, they may accept the plan.

Supervisors

  • Enter the plan. Navigate to your direct reports performance documents through Manager Self Service. If your employee was hired after June 30 of the current calendar year, a template will not populate in WPP. Instead, you will click the “create” button in the upper right corner to populate a template for the new employee. Detailed instructional guides are available.
  • Complete the appraisal – navigate to your direct reports performance documents through Manager Self Service. Begin entering comments and corresponding ratings. Note that for system purposes,  the institutional goals section will equal 100% and the individual goals section will equal 100%. Think of this as each section being 100% complete; however, the total percentage for the entire document goals will equal 100%. Detailed instructional guides are available.
    • ensure that you add a next level supervisor by selecting “nominate participant” on the task bar on the left hand side of the performance document. By adding a name and email, the next level will receive an email to view the plan and add comments if they choose. 
  • Note about WPP email notifications to supervisors: If you have an employee that transferred to you from a previous supervisor, you have the option to keep the plan goals in place. However, if you choose not to change anything in the performance plan, you will still need to show activity in the plan as the supervisor, otherwise, you will receive daily notifications that your attention is needed, as the system will conclude that the previous manager is the last to make an edit. The WPP system needs the new supervisor to have made a change in the document. To remedy this, navigate to the performance plan and select “save” in the document. This action will add a new row to the audit trail, thus, eliminating the need for the system to send you daily notification to take action on the performance plan. 

Direct Reports

Once your supervisor has entered your goals and professional development and routed your performance plan to you, you may navigate to your performance plan through Employee Self Service. Conversely, if you wish to assist your supervisor by entering your goals, as an EHRA employee, you may begin that process on your end and then route the document to your supervisor by selecting share with manager in the document. The goals will not be finalized until your supervisor approves. 

Other EHRA Non Faculty Resources

  • Institutional Goals – if you are a supervisor, ensure the supervisory goal is added in WPP! It will not automatically populate!

Optional Resource: Learning Plan Discussion Guides. University Human Resources created this guide to help facilitate a performance-planning discussion that focuses on employees’ professional goals, motivations, talents, strengths and development. To incorporate this guide into the performance-planning process, an employee should complete the questions below before meeting with their manager to discuss their performance plan. When a manager and an employee meet to discuss the employee’s performance plan, they should talk about the employee’s answer to each question.