Clear and ongoing collaboration

Performance Management

Performance management is a collaborative, ongoing process between a manager and an employee.

For an employee, it's an opportunity to develop your potential, track your achievements, and understand expectations through ongoing, timely, and descriptive feedback. Workday also serves as a flexible career development tool where employees can instantly access past accomplishments, reviews, and performance data through their Talent Profiles.

For a manager, it's an opportunity to engage your team, establish clear intentions, and foster productivity. Workday allows managers to solicit feedback on employees from individuals across the University at any time during the performance cycle. Managers can also take advantage of Workday's tracking and reporting functions to analyze long-term performance trends for entire units and departments.

Health System Suggested Timeline Advancement Suggested Timeline

Appraisal Timelines, Resources, and FAQ's

  • Health System Team Members

    The performance appraisal process is aligned across Health System entities to create a more consistent experience for all team members. Health System entities include: School of Medicine, University Physicians Group, Medical Center, and Claude Moore Health Sciences Library.

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  • Advancement Appraisal Timeline

    Advancement employees have an independent timeline from other Academic Division staff.

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  • Academic Division Appraisal Timeline

    Eligible employees in the Academic Division (not including Advancement and School of Medicine) and College at Wise complete performance appraisals on the calendar year.

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  • Academic Division New Hires: 12-Month Probationary Status

    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.

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  • Performance Management Resources

    Get helpful information on goal setting, soliciting feedback, year-end appraisals, ratings scales and structures, and more.

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  • Appeals of Annual Performance Evaluations

    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. Such appeal must be made in writing to the reviewer within 10 work days of the performance meeting between employee and manager (commencing on the day of the meeting).

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  • Frequently Asked Questions (FAQs)

    Please refer to FAQs, and reach out to the Solution Center or your Business Partner for additional assistance.

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Overview of Employee Performance Management Cycle

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.

  1. Goal Setting is a required action at the start of the annual performance cycle to establish goals.

  2. Goal Alignment is an optional mid-cycle touchpoint in the annual performance cycle to monitor progress towards goals.

  1. Goal Appraisal is a required year-end evaluation to assess performance.

  2. Informal feedback is optional and can be requested by an employee or manager at any time during the year.

Performance Management Workday Job Aids

Deadlines & Expectations In The Performance Cycle

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). 

  • Goal Setting (Required)

    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.

    • Academic Division Faculty and Staff and College at Wise goals should be entered and leader-approved by April 30. 
    • University Advancement and Health System Team Member goals should be entered and leader-approved by February 15. 
    • Newly hired employee goals should be entered and leader-approved within 30 days of hire.
    EMPLOYEE—ASSISTANCE IN WRITING GOALS

  • Goal Alignment (Optional)

    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.

    • Academic employees with probationary status complete this step in their first six months (the one-year Probationary Review is at 12 months).
    • For all other employees, participation is optional and determined at the school or department level.
    • University Advancement and Health System Team Member goal alignment touchpoint should be conducted in early January (not applicable FY'19).
    • Academic Division Faculty and Staff and College at Wise goal alignment touchpoint should be conducted in early July (not applicable CY'19).
    EMPLOYEE ALIGNMENT TOUCHPOINT AND SELF-APPRAISAL

  • Year-End Appraisal (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:

    1. To send the employee's self-evaluation to other managers and/or leaders. You must send or skip this task in Workday.
    2. Once you send or skip the task, you will get a Workday Inbox task to complete your appraisal.
    3. To discuss and complete online acknowledgement after final approval.

    Year-end appraisals are due for:

    • University Advancement due by mid-September.
    • Academic Division Faculty and Staff and College at Wise by mid-April.
    • Medical Center by the end of August.
    • School of Medicine by the end of August.
    • UPG by end of August.
    EMPLOYEE ADD, EDIT, OR DISCONTINUE GOALS