SMU Human Resources shares the latest on the ePerformance management system


Eperformance icon at MySMU
Look for the Performance Management section in Employee Self-Service at My.SMU.

SMU’s ePerformance performance management system is now available for all benefit-eligible University staff members, including postdoctoral fellows.

Within the ePerformance module in My.SMU, employees may:

  • set goals that are specific and measurable for important work projects
  • understand the context of the work they do in relationship to the strategic goals of the department, their division and the University’s strategic plan
  • host meaningful conversations with their manager about the work they do.

Goals may be adjusted as necessary based on new information and/or new work priorities.

The format provides for three formal checkpoints during the performance year:

  1. Creating goals: The employee and the manager come to agreement on the work to be done and the specific measures that will indicate the work is successfully completed, so there are no surprises.
  2. Mid-year review: an opportunity for an informal conversation about what is working well, what isn’t, obstacles encountered and course corrections.
  3. Annual review: Formal feedback is provided in the system via the employee self-evaluation and the manager evaluation. This information is used to host the annual review conversation and to inform goals for the upcoming performance year. One change is that employees and managers will now rate themselves on the work that they do as well as on SMU’s core competencies.

Ongoing performance management means that goals are created when the work is identified, not just at the beginning of the performance year. Goals may even carry over to the next performance year if the work is not completed during the current performance year. Managers may also distribute goals to other team members who can support completion of the work.

Employees should set simple goals that are specific, measurable, and prioritize important work so that the employee has a clear understanding of what needs to be accomplished. Entering goals into the system helps to ensure that both employee and  manager are in agreement about the work to be accomplished.

Within the performance document, the left navigation panel includes a list of important dates tailored for each school and division. Senior leadership will share important timelines specific to your area. Talk with your manager about these dates to ensure you understand the timing for your mid-year and annual reviews.

> Learn more about ongoing Performance Management at