Performance Management is an ongoing, continuous process of communicating and clarifying job responsibilities, priorities, performance expectations, and development planning that optimize an individual’s performance and aligns with department and university strategic goals.
The Performance Review Process
- Employee: Complete self-evaluation.
- Manager: Complete manager evaluation; Add comments to self-evaluation and complete performance review.
- Manager's Manager: Review and approve manager evaluation.
- Manager: Hold one-on-one performance review meeting with staff member.
- Employee: Acknowledge and comment on review.
Timeline and Actions Required
April 28 - May 30: Self-Evaluation
Once the annual reviews are launched in Workday, employees receive a notification to complete their self-evaluation. Self-Evaluations are required to be completed by staff. This self-evaluation provides an opportunity to describe your performance and most significant accomplishments this past performance year. Describe the impact of your accomplishments. Also, describe any performance issues you and your supervisor discussed and the improvements that were made.
May 31: Move Self-Evaluations to Managers
If the self-evaluation is not completed by May 31, Human Resources will mass move all self-evaluations to the manager.
June 1 - July 11:
- Manager Evaluation
- Manager's Manager Review
- Employee / Manager Conversation – Manager shares final ratings and provides feedback.
- Employee Acknowledgement – In Workday, employee acknowledges end of year conversation took place.