UVA Health Team Members

The following team members can expect to receive a review in Workday:

• Medical Center Regular and Wage employees
• School of Medicine (SOM) and Claude Moore Health Sciences Library (CMHSL) Regular and Classified Staff, and A&P Faculty members
• UPG employees unless otherwise listed as excluded

Team members excluded from completing UVA Health or Nurse goal setting and year-end appraisals:

• Anyone hired after March 31 of the active performance cycle
• Internal Travelers
• Earn While You Learn (EWYL) positions
• Physicians
• Housestaff
• Professional Research Staff
• Temps and Contingent Workers
• Faculty (non-A&P)
• SOM & CMHSL with a New Hire Probation end date after March 31 of the active performance cycle
• SOM & CMHSL Wage employees
• Identified UPG Advanced Practice Providers (contact your UPG HRBP with questions on identified positions)

Applies to Medical Center, UPG, & SOM/CMHSL:

• MAR 31, 2025: Self-evaluations launch
• APR 30, 2025: Self-evaluations due (outstanding MC & UPG self-evaluations will be advanced to managers the following day).
• MAY 30, 2025: Classified Staff manager evaluations due (SOM Classified Staff only)
• JUN 13, 2025: Classified Staff secondary review/approval due (SOM Classified Staff only)
• JUN 30, 2025: All manager evaluations, 1:1s, & acknowledgements due

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.

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.

Applies to Medical Center (MC) team members only (same as prior):

All MC team members Must have the following:

• One professional development goal 
• One goal aligned with our institutional strategic goal, “Cultivating Healthy Communities and Belonging for All.”  
  • Medical Center Team Member goal must measure how well we work together to care for our patients. Metric: HCAHPS patient experience survey 
  • Medical Center Leader goal must measure improvement in retention numbers. Metric: Local turnover rate 

Consistently exceeds expectations (3.00 - 2.61):

Goals exceeded frequently; Top performer who proactively seeks additional responsibility; Serves as role model to others.

Fully meets expectations (2.60 - 1.71):

Dependable results and/or behaviors; Produces outcomes that meet all qualitative and quantitative measures; Occasionally exceeds expectations.

Does not fully meet expectations (1.70 - 1.00):

Inconsistent results and/or behaviors; Minimum expectations not met; Needs immediate and sustained improvement.

(Score ranges for MC CCL Nurse reviews only)

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.

NEW for 2026 (SOM Classified Staff only): DHRM updated their policy in August of 2025 that included moving to a 5-point rating scale. SOM Classified Staff ratings are converted to the DHRM scale as follows when they are submitted to the State for merit processing:

1. (UVA Rating) Does not fully meet expectations = (DHRM Rating) Unsuccessful
2. Fully meets expectations = Partially Successful, Successful, & Highly successful
3. Consistently exceeds expectations = Extraordinary

The above information is as of January 2026.

ASPIRE & CCL:

• ASPIRE Performance Rating Rubric
• Clinical Career Ladder (CCL) Behaviors Rubric
• NPGO Website

Visit the NPGO website for specific information, prep tools, examples, and guides for completing peer review. 

Navigate to our Feedback Resources page for feedback tips, as well as Workday Job Aids that explain how to submit and respond to feedback and run manager reports.

Updated: As of August 2025, DHRM no longer requires the Extraordinary Contribution or Notice of Improvement/Substandard Performance forms in performance reviews for Classified Staff.

The above information is as of January 2026.

Notice: Workday Job Aids require you to be on the VPN to access.

• Complete the Year-End Review in Workday (Job Aid)
• Workday Reports for Managers (Job Aid)
• Guide to Regular Performance Check-Ins
• Goal Setting Resources
• Feedback Resources
• Tips for Writing and Conducting Performance Evaluations
• Individual Career Development Plan

ASPIRE & CCL Resources:

• ASPIRE Performance Rating Rubric
• Clinical Career Ladder (CCL) Behaviors Rubric
• NPGO Website

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:

• Structure Reviews: AI can help organize thoughts into a cohesive format, combining achievements and areas for growth in a professional tone.
• Refine Language: Ensure your review strikes the right balance between encouragement and constructive feedback with AI’s tone adjustments.
• Highlight Achievements: Input key successes, and AI can frame them in ways that reflect impact and contributions clearly.
• Turn Feedback Into Actions: AI can transform general observations into actionable insights, helping you focus on growth opportunities.
• Summarize Key Points: Use AI to distill performance data or notes into concise, easy-to-understand highlights.

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.