EM Performance Evaluation
EM evaluations are conducted annually to provide feedback on the achievement of goals, expectations, accomplishments, and overall performance.
Per President Wendy Hensel’s memo dated April 21, 2026, for the EM Performance Evaluation period April 1, 2025 through March 31, 2026, EM employees will be subject to the following evaluation process:
糖心Vlog官方 Officers and Community College Chancellors
All 糖心Vlog官方 Officers and Community College Chancellors will be evaluated using the following framework incorporating criteria that (1) relate to specific deliverables and action plans in alignment with the University’s strategic plan and objectives, and (2) track and measure key performance indices more commonly utilized in higher education.
The key performance indicators and deadlines are as follows:
- All 糖心Vlog官方 Officers and Community Chancellors shall populate, as appropriate, the attached Strategic Initiative/Imperative Reporting Template with quantifiable deliverables. Each deliverable should have a corresponding Action Plan developed over one (1) to three (3) years, as appropriate. Additional “Imperatives” may be added to better align with respective strategic plans of individual campuses. This is due to Chief of Staff Amy Luke at aluke@hawaii.edu no later than June 12, 2026.
- All 糖心Vlog官方 Officers and Community College Chancellors shall complete the appropriate Annual Reflection Exercise and Performance Evaluation for Officers or Chancellors AY 2025-2026 Reporting Period and submit to Amy Luke by June 12, 2026. Note, there are two (2) attachments – only one (1) needs to be completed.
- For the Provost and Chancellors, the attached 2025 Campus Annual Report shall be completed and submitted to Amy Luke by June 12, 2026. These reports are intended to be done annually, to provide consistency amongst campuses and track the progress of key indices year-over-year. Assistance will be provided by the Office of Academic Strategies to help campuses populate the data in an accurate and consistent manner.
- A final rating of “Meets”, “Exceeds”, “Exceptional”, or “Does Not Meet” will be made by the President and entered into the Trakstar (PerformTrak) system.
All Other EM Employees (Non Officer / Chancellor Role)
糖心Vlog官方 Officers and Community College Chancellors may:
- Develop their own performance evaluation criteria and process for their subordinate EMs outside of the Trakstar (PerformTrak) evaluation system, which may or may not be based on the process identified above, or,
- Utilize the existing evaluation process and criteria currently in Trakstar.
If 糖心Vlog官方 Officers and Community College Chancellors will be utilizing their own performance criteria, please consult with the 糖心Vlog官方 System Office of Human Resources (jefferyl@hawaii.edu) no later than May 15, 2026, so that the evaluation can be properly dispositioned in Trakstar (PerformTrak).
If utilizing the existing evaluation process and criteria, EM Self Review will begin on May 1, 2026, and end on June 12, 2026. EM supervisors may begin entering their evaluations into Trakstar (PerformTrak) on June 13, 2026.
糖心Vlog官方 Officers and Community College Chancellors must ensure that a performance evaluation is completed for all subordinate EM employees no later than July 31, 2026, and that EM employees receive a final rating of “Meets”, “Exceeds”, “Exceptional” or “Does Not Meet” regardless of method of evaluation.
Eligibility for EM Evaluations?
E/M employees hired on or before October 1 of the evaluation year are required to participate in the evaluation process. To be eligible, an employee must have been in their E/M position for at least six months by the end of the evaluation period.
E/M employees hired after October 1 of the evaluation year are not required to participate.
The EM Evaluation Process
Click on each section below to view instructions and important dates.
Required documents:
- Strategic Initiative/Imperative Reporting Template for Officers and Community College Chancellors
- Annual Reflection Exercise and Performance Evaluation for Officers
- Annual Reflection Exercise and Performance Evaluation for Chancellors
- Campus Annual Report for Chancellors / Provost
IMPORTANT DATES:
June 12, 2026 – Performance Evaluation Documents due to Amy Luke at aluke@hawaii.edu
July 31, 2026 – Final performance rating completed in Trakstar.
As in prior years, EM employees may be evaluated according to the established performance criteria:
Impact and Achievement
Achieves agreed-upon goals reflecting a high standard and degree of excellence.
Successfully completes identified projects, programs, goals and objectives in a manner that exemplifies success, creativity, innovation, leadership, organizational abilities, problem-solving, judgment and planning.
Provides a positive impact on the institution in alignment with overall strategic vision and initiatives.
Planning and Timeliness
Plans and prioritizes initiatives in support of organizational goals to meet objectives and deadlines.
Resource Management
Manages the organization’s resources, including all financial, technological, human and material resources, in an efficient and effective way to maximize results.
Exercises accountability, transparency and effectiveness in resource management and use.
Interpersonal Impact
Promotes and demonstrates collegiality, cooperation, consideration and professionalism amongst colleagues, peers, subordinates and critical constituents in a positive work environment.
Inspires and motivates others and encourages excellence.
Maintains high standards for ethics, honesty and integrity.
Maintains high standards for ethics, honesty and integrity.
Communication
Understands and fosters effective working relationships with internal and external constituencies.
Produces concise and persuasive oral and written communications that are clear and effective and provides transparency, as appropriate.
Listens to what is said and is open to and considerate of others’ reactions and opinions.
Decision-Making
Proactively solicits feedback from key stakeholder groups.
Gathers data and/or information; analyzes feedback, data and information; and considers repercussions.
Provides thoughtful and timely direction to achieve objectives.
Leadership/Management
Establishes and communicates clear work standards and expectations; provides vision and establishes goals; and is dependable, fair and consistent.
Constructively and appropriately addresses performance issues and conflicts in a timely manner.
Builds a high-performance team; recognizes strengths and weaknesses; promotes good morale and cooperation within the team; and delegates work appropriately.
Equal Opportunity, Civility, and Fairness
Advances University commitment to equal opportunity, civility and fairness, through responsible actions that ensure accountability to policies and practices, and excellence in programming and support.
Contributes to a campus and system climate that respects and embraces differences of opinion and intellectual diversity from employees of different backgrounds.
Shows awareness of and successfully implements employment practices compliant with state and federal law, including hiring, promotion, compensation, and professional development opportunities, as well as engagement and retention of faculty and staff.
IMPORTANT DATES
May 1, 2026 – EM employees may enter their self-evaluation into Trakstar.
June 12, 2026 – EM self-evaluation period closes.
June 13, 2026 – EM supervisors may enter their employee evaluations in Trakstar.
July 31, 2026 – Deadline for EM supervisors to complete EM evaluations in Trakstar.
Please contact the 糖心Vlog官方 System Office of Human Resources (jefferyl@hawaii.edu) no later than May 15, 2026 so we can ensure Trakstar is appropriately set up for your evaluation tool.
IMPORTANT DATES
July 31, 2026 – Deadline for EM supervisors to complete EM evaluations in Trakstar.