Performance Evaluations
An overview of the performance evaluation process for staff and supervisors.
Continuous Feedback Supports Growth and Success
Performance evaluations are an important opportunity to recognize accomplishments, discuss goals, support ongoing professional development, and strengthen communication between employees and supervisors.
Both employees and supervisors share responsibility in the performance management process. Effective performance management includes:
- Setting clearly defined goals and expectations
- Engaging in ongoing feedback conversations
- Recognizing accomplishments and growth opportunities
- Supporting professional development
- Following through on goals and action items
This process supports the university’s mission by fostering learning, engagement, collaboration, and continuous improvement across the institution.
Performance evaluations are completed in and follow a semiannual review cycle to encourage more timely feedback and ongoing goal conversations throughout the year.
Performance Evaluation Cycles
Staff will complete performance evaluations twice per year, based on their division. Once an evaluation is launched, managers and staff have one month to complete the cycle.
| Division | Review Period | Evaluation Launch |
| Cycle A1: Administration and Finance | April – September | September 1 |
| Cycle A2: Administration and Finance | October – March | March 1 |
| Cycle B1: Provost and Chancellor Divisions | January – June | June 1 |
| Cycle B2: Provost and Chancellor Divisions | July – December | December 1 |
How the Process Works
Employees receive a self-evaluation task in their Workday inbox. An email notification will also be sent to the employee regarding the self-evaluation task.
During this step, employees can:
- Add or review goals
- Complete competency ratings using the five-point scale
- Add development items, if desired
- Submit the self-evaluation
Goals do not need to already exist in Workday before the review cycle begins. Employees and managers may add goals at any point in the process.
Managers review the employee’s self-evaluation, goals, and competencies before completing the manager evaluation in Workday.
During this step, managers can:
- Add or review the goals of the employee
- Complete competency ratings using the five-point scale
- Add development items, if desired
- Add any comments as needed
- Submit the self-evaluation
While formal discussions during a review cycle are not required, they are encouraged once both the employee and manager have completed their evaluations.
Ongoing performance conversations should occur regularly throughout the year, so the review process should not include unexpected feedback.
After the manager evaluation is complete, the employee will receive an acknowledgment task in Workday.
Employees will be able to:
- Review the final evaluation summary
- View employee and manager ratings side by side
- Review manager comments
- Acknowledge the review
- Add comments, if desired
The manager completes the final step by acknowledging the review in Workday. This final acknowledgment closes out the review cycle.
New Five-Point Rating Scale
As voted on by the campus community, performance evaluations now use a new five-point rating scale based on proficiency levels for competencies.
| Rating | Description | Proficiency Level |
| 1 | Unsatisfactory | Limited Competency |
| 2 | Needs Improvement | Basic Competency |
| 3 | Meets Expectations | Proficient Competency |
| 4 | Exceeds Expectations | Advanced Competency |
| 5 | Outstanding Performance | Expert Competency |
Goals and Ongoing Feedback
Goals are an important part of the university’s performance culture. Employees and managers may add goals before the evaluation cycle begins, but it is not required. Adding or reviewing goals is also part of the evaluation process.
Workday also includes optional tools to support ongoing performance conversations, including:
- Request Feedback / Provide Feedback: Allows employees and managers to request or provide feedback at any time.
- Create an Individual Development Plan: Allows employees to identify an area for growth and create a plan for development.
These tools are not required for the evaluation process but may be helpful for documenting progress, supporting development, and encouraging regular feedback throughout the year.
Training Resources
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Frequently Asked Questions
Goals are an important part of the university’s performance management culture and are strongly encouraged. Goals help create clarity around expectations, priorities, and professional growth.
While employees should aim to maintain meaningful goals in Workday, goals may vary based on role responsibilities and departmental practices.
The self-evaluation gives employees an opportunity to reflect on accomplishments, progress toward goals, strengths, challenges, and areas for development.
Self-evaluations also help support more meaningful conversations between employees and supervisors during the review process.
Workday does not require a formal meeting as part of the evaluation workflow. However, meaningful performance conversations between employees and supervisors are strongly encouraged. Many departments may choose to hold discussions after both the employee and manager evaluations are complete, but before acknowledgments are submitted.
Performance conversations should happen regularly throughout the year so there are no surprises during the formal review cycle.
One of the advantages of using Workday is your completed performance reviews are easily accessible by you, your manager, and HR. To find performance evaluations:
- Select your profile image in the top right corner of your homepage and select View Profile
- Once within your profile, select the Performance Review tab
- Any performance reviews will be archived there for future reference
Please reach out to your Human Resources Business Partner.
Contact Human Resources
Whether you have a question or need assistance, the Department of Human Resources is here to help. Explore resources available in , including Help Articles & Workday Assistant.
Need Further Support?
Submit a case directly in . Select Menu in the top-left corner of Workday > Choose Help from the Personal section > Select Create Case.
You can also reach out to your Human Resources Business Partner (HRBP), who is here to support you across key areas, including Workday, Recruiting, and People Relations.