FAQs
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Which employees are required to participate in UR Engaged?
All full-time and part-time staff members should participate in UR Engaged.
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Do I need to write goals AND select competencies, and how many?
UR Engaged is designed to be flexible and adaptable to meet the needs of differing roles and responsibilities on campus. Managers and employees should work collaboratively to identify priorities and areas of improvement.
This may include identifying specific goals, selecting competencies, or both. There is no set minimum or maximum for the number of goals and/or competencies that employees should select each performance cycle.
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How do I print a review from a prior year?
- Log in to UR Talent Web
- From the sidebar menu, select "UR Engaged"
- Select "Performance Reviews"
- Check the box "Show completed and expired tasks" so that completed reviews will display
- Click on the review’s name, and a printable PDF version will open
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Why aren’t all my employees’ reviews displayed under Your Tasks?
The Your Tasks window only displays a maximum of 6 reviews on the UR Talent Web homepage. You need to click on “Your Tasks” to display all of your employees’ reviews.
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How do I view an employee’s prior year review?
- Log in to UR Talent Web
- Select "UR Engaged" from the sidebar menu
- Select "Performance Reviews"
- Check the box “Show complete and expired tasks" so that prior year reviews will display
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How do I add attachments?
Both managers and employees can add attachments. When you are on the review page:
- Select the “Options” drop-down
- Select “Attachments” and add up to 3 attachments
FAQs about Check-Ins
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Suggested Timeline for Check-Ins
Check-In Schedule
CHECK-IN #1 (JULY-AUGUST)Your first check-in of the performance cycle should be held in the July-August timeframe. During this check-in you will collaborate to identify goals and/or competencies to work on during this performance cycle.
CHECK-IN #2 (OCTOBER - NOVEMBER)Your second check-in of the performance cycle should be held in the October - November timeframe. This check-in will be an update on progress made since the beginning of the performance cycle.
CHECK-IN #3 (JANUARY - FEBRUARY)Your third check-in of the performance cycle should be held in the January - February timeframe. This check-in will be an update on progress made since the last check-in.
CHECK-IN #4 (APRIL - MAY)Your fourth and final check-in of the performance cycle should be held in the April-May timeframe. This check-in is a review of accomplishments throughout the performance cycle.
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How to Schedule a Check-In
- Log into urtalentweb.richmond.edu
- From the menu in the top right hand corner, select Performance and then Check-Ins
- For instructions, watch the job aids in UR Engaged 101 (link coming soon!)
FAQs about Competencies & Goals
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Do I need to write goals AND select competencies, and how many?
UR Engaged is designed to be flexible and adaptable to meet the needs of differing roles and responsibilities on campus. Managers and employees should work collaboratively to identify priorities and areas of improvement.
This may include identifying specific goals, selecting competencies, or both. There is no set minimum or maximum for the number of goals and/or competencies that employees should select each performance cycle.
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How do I approve an employee’s goals?
- Log in to UR Talent Web
- Locate “My Inbox” on the homepage
- Select “Approve Goals”
- Approve or Deny goals for each outstanding user’s goal
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How do I access goals for indirect reports?
- Log in to UR Talent Web
- Select “My Team” from the sidebar menu
- Select the sub-level “My Team”
- Select the green plus sign on your direct report’s profile
- Select the employee you wish to view
- Select "Performance"
- Choose "Goals" or "Reviews" to view
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Why can’t I submit my goal?
If you have added Tasks within the goal, be sure the task weight percentages add up to a total of 100%.
FAQs about the Continuum of Contribution
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What is the CoC?
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How is the CoC used?
Managers and leaders will use the CoC data to help them determine the best way to allocate merit increases across units and divisions.
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What are the three parts of the CoC?
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How do I complete the CoC?
Managers with at least one direct report can access and complete the CoC. Visit our Resources page for a job aid.
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As a manager, what should I consider when completing the CoC?
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How do I know my CoC information?
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What should I do if one of my team members reported to a different manager for part of the performance cycle?
If you were not an employee’s manager for the entire performance cycle, you can ask for performance feedback from the previous manager if they are still a member of the UR community. If you are able to get additional feedback from a former manager, make your CoC decisions based upon the employee’s performance while you have supervised them.
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What should I do if one of my team members was hired less than a year ago?
Employees whose first day of work is before May 8, 2023 will be eligible for a merit increase.
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How are merit allocation decisions made?
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How can I gather more information on my employee’s contributions to make better CoC decisions?
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Why are salaries freezing from May 8, 2023 until June 30, 2023?
By freezing employee salaries we are able to set a fixed budget for merit increases. Without a fixed merit budget, the amount of money that leaders have to allocate for merit increases would constantly be changing as salaries change.
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Why do I have to wait until July for a promotion?
Employee transfers and promotions impact the salary budget, which in turn affects the merit budget. By pausing on transfers and promotions from May 8, 2023 until June 30, 2023 we can ensure a fixed merit budget during the merit process. Beginning July 1, 2023 transfers and promotions occurring during the freeze period will be processed retroactively.