Clear and ongoing collaboration
Performance management is a collaborative, ongoing process between the manager and the employee. Currently, there are three main components to the process: agile goal setting, continuous feedback, and performance documentation.
Below the performance process details are provided by UVA division. Click on each page for current information on appraisal instructions, timeline, supportive resources, and more.
The performance appraisal process is aligned across UVA Health entities to create a more consistent experience for all team members. UVA Health entities include: Medical Center, University Physicians Group, School of Medicine, and Claude Moore Health Sciences Library. Click here for the latest updates.
Eligible employees in the Academic Division (not including Advancement and School of Medicine) and College at Wise complete performance appraisals on the calendar year. Click here for the latest updates and instructions on the performance management process.
New hires in the Academic Division experience a year-long probationary status and must complete year-end and mid-year self-appraisals, as well as goal setting if more than three months remain in the standard performance cycle.
Advancement employees have an independent timeline from other Academic Division staff.
Get helpful information on goal setting, soliciting feedback, year-end appraisals, ratings scales and structures, and more.
Employees who disagree with an evaluation required by Section 3 of the “Performance Management for University Staff Employees” policy and cannot resolve the disagreement with their manager may appeal to the reviewer for another review of the evaluation.
Please refer to FAQs, and reach out to the Solution Center or your Business Partner for additional assistance.
There are three formal phases in every employee's annual performance cycle that require actions in Workday regardless of an employee's classification and/or start date at the University: goal setting, alignment, and appraisal. However, informal feedback can be requested by employee or manager at any time during the year.
Goal Setting is a required action at the start of the annual performance cycle to establish goals.
Goal Alignment is an optional mid-cycle touchpoint in the annual performance cycle to monitor progress towards goals.
Goal Appraisal is a required year-end evaluation to assess performance.
Informal feedback is optional and can be requested by an employee or manager at any time during the year.
Academic Division Faculty and Staff and College at Wise employees follow the calendar year (January 1-December 31). University Advancement and Health System Team Members follow the fiscal year calendar (July 1-June 30).
At the beginning of your annual performance cycle, employees receive a Workday Inbox Item called "Set Review Content," prompting them to add a minimum of three SMART goals for manager approval.
We recommend using the summary editor, which makes separate steps viewable on a single page. Tip: you may use "cascading goals" to utilize existing goals. Remember that you may add and remove goals at any time in the performance process.
At the annual performance cycle mid-point, employees receive a Workday Inbox Item prompting them to review and resubmit their goals, as well as provide progress ratings, in Workday.
For employees with probationary status and those who opt to participate, managers are prompted to rate each employee goal as either On Track or Off Track in Workday. Afterwards managers should conduct an alignment touchpoint to discuss goals and ratings in person.
Before approving, managers can edit the status of a goal to no longer needed if it's not relevant to the year-end appraisal, however, a minimum of three goals is still required.
Performance Management Rating Scales
At the end of the annual performance cycle, employee's receive a Workday Inbox item called "Complete Self Evaluation For Performance Review," prompting them to complete self-evaluation in Workday.
Once complete, the appraisal routes to the employee's manager. Managers receive a Workday Inbox item called "Get Additional Manager Feedback," prompting them:
Year-end appraisals are due for: