Academic Employees
This site covers the performance management process for UVA Academic Staff (University Regular Staff, Classified Staff, and A&P Faculty). Review the Eligibility section below for more information on which staff types participate in this performance process.
Performance Engagement (PE) participants should view the PE webpage for information and resources specific to the quarterly process.
ATTENTION: Please note that new hire probation employees do not receive the 2025 year-end self-evaluation. If you have been hired in the past year and believe you are missing your self-eval, double check if you are still on an active new hire probation period. New hire probation employee's receive their self-evals a month prior to their probation end date.
2025 Self-Evaluations are due on January 9, 2026. See the timeline below for all due dates.
McIntire Regular Staff now participates in the quarterly Performance Engagement process.
The following employees can expect to receive a performance review in Workday:
Employees excluded from completing Academic goal setting and year-end performance appraisals/reviews:
All schools/units follow the calendar year process with the exception of Advancement, Athletics, Audit, and EOCR who follow a fiscal year process. Finance, HR, ITS and McIntire are following the quarterly process.
Calendar Year 2025 Timeline:
Employee Acknowledgements: You should acknowledge your review immediately after receiving and reviewing.
You have 10 workdays to appeal your review. If you wish to appeal your review, follow the appeals process outlined here.
The above timelines are suggested: Schools/units may create and adhere to their own deadlines (except for the incomplete self-evaluation mass advancement dates).
It is highly recommended managers and employees discuss performance regularly throughout the year using our Guide to Regular Performance Check-Ins.
For information on salary increases, please visit the compensation page.
Fiscal Year 2025 Timeline (Advancement, Athletics, Audit, and EOCR):
5-Exceptional:
Significantly and consistently exceeds expected performance level.
4-Highly Effective:
Consistently achieves and often exceeds expected performance level.
3-Effective:
Consistently achieves expected performance level.
2-Inconsistent:
Inconsistently achieves expected performance level; needs improvement.
1-Unsatisfactory:
Rarely achieves expected performance level; requires significant and immediate corrective action.
Discuss with your manager their specific expectations for each rating. Leaders are strongly encouraged to hold calibration sessions with their teams and departments. If you wish to appeal your rating or quarterly check-in from your manager, follow the appeals process outlined here.
UPDATED: DHRM updated their policy in August of 2025 that included moving to a 5-point rating scale. So there is no longer a conversation for Classified Staff ratings (except for SOM Classified Staff).
The above information is as of January 2026.
Performance Rating RubricUpdated: As of August 2025, DHRM no longer requires the Extraordinary Contribution or Notice of Improvement/Substandard Performance forms in performance reviews for Classified Staff.
Notice: Workday Job Aids require you to be on the VPN to access.
AI tools like Microsoft Copilot can simplify the process of writing performance reviews, helping both managers and employees craft balanced, clear, and impactful reviews. Here's how AI can assist:
Note: AI is a tool to enhance clarity and efficiency but should complement authentic, thoughtful input. Copilot is the University-approved, enterprise-protected tool for Generative AI that has the added privilege of enterprise security, meaning what you tell it and/or upload to it stays within UVA.
UVA ITS Generative AI Tools (Copilot)Review the policy below specific to your employment type:
Academic: HRM-018: Performance Management for University Staff Employees Classified Staff: DHRM Policy Number 1.40, Performance Management
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