​Performance Management - ​​Under Workday Construction ​

Performance Management is the ongoing process of structured feedback and communication between supervisors and employees to help the employee meet performance goals and align them with department and organizational objectives.  Supervisors should provide employees with clear objectives, ongoing and valuable feedback, professional development, and recognition for work well done. ​

Performance Reviews are a component of Performance Management.  The Universities of Wisconsin requires an annual formal performance review for all employees.  ​​

Overall Performance Management is about achieving high-level performance through:
  • Setting clear and clarifying expectations
  • Frequent informal conversations regarding performance (daily/weekly)
  • Annual performance reviews​
  ​TEMPORARY POSTING:

July 28, 2025

Step 1:​

  • 2025 Annual Review will go to managers
  • Manager will adjust the responsibilities to set the stage for future evaluations. They will not do any rating, only adding, removing, editing the responsibilities.
  • The Goal Setting is a separate business process (different way of thinking of this process, but they essentially converge during the annual review process).  The manager will input goals to be worked on from this point forward. Again, No Ratings, just setting the stage for future.

Step 2:

  • Employee will see the responsibilities but does nothing with them. They cannot make changes and will not do any kind of self-evaluation.
  • Employee has an opportunity to add goals to what the manager already put in there.

Step 3:

  • Manager will CONFIRM the responsibilities. Which means they will see the box for “Rating" but the choice is a confirmation statement: “The responsibilities have been updated as needed for this position." The reason for this is just to set the content for carryover into next year's review.
  • Manager will see the screen for Goals and can just give a quick look at what the employee added (if anything). They do not do anything else on this page, unless they see an error and want to correct it. But no expectation for action on this page.
  • Manager will enter the 2025 Overall Rating (2025 means an overall rating for the previous 12 months of performance).

Step 4:

  • Manager receives a reminder to meet with employee and discuss the information being documented.

Step 5:

  • Employee receives an acknowledgement step. No changes can be made to the evaluation.

Step 6:

  • Manager receives acknowledgement step. No changes can be made to the evaluation.

EVALUATION IS COMPLETE​



Performance Management Overview

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Instructional Aca​demic Staff Information and Resources 

  • ​ Reference department or college handbook resources.

Performance Management Best Practices

This section provides general performance management best practices. For the resources specific to the Performance Review process, see the Performance Review proces for Employees and for Leadership in the sections below.

Use the resources in this section to support effective performance management.

Performance Management Slid​es

Performance Management Toolkit for Employee​s

Performance Management Toolkit for Leadership

Leadership Quick Guide: The quick guide supports you to get started, understand resources, and stay organized.

Use the below resources to support informal performance discussions.

​​   Manage your Reactions during Difficult CommunicationNon-Judgmental Language for FeedbackQuick Tips on How to Receive Feedback BetterEverything You Need to Know About Giving Negative Feedback

Performance Review Timelines

Performance Reviews for non-instructional staff are based on a fiscal year. July 1, [Year] to June 30, [Year].​

​​Employees hired 60 days prior to July 1 of the current year, will have their first annual performance review the next year (14 months after hire).  

The due date to completely finalize a current year's performance review in the system will be October 1st.  

During the first year of Workday the Annual Performance Review period will look a little different, while we transition from a cale​ndar year to a fiscal year.  The Annual Performance Review will kick-off on July 28, 2025, and the due date will be October 31, 2025. ​

Initiated at time of hire as a new hire moving forward. 

Goals are set as part of the annual review period.  A review is conducted, plus new goals are established as part of the new fiscal year goal setting process. Goals can be updated throughout the year.

​UWSP will not have a mid-year review period. 

Schedule Performance Review Conversation(s):

Schedule the performance review conversations to occur about one month prior to when the performance review period ends. This will provide enough time to have the employee do their self-evaluation, for the two of you to meet, for you to finalize the manager evaluation, and for your employee to make comments, if interested, and acknowledge and finalize the performance review.

Self-Evaluation Step Due Date:

It is recommended that you communicate with your employee to have them complete this step  prior to your scheduled performance review conversation. 

The Performance Review Conversation:

Employees and managers should meet to discuss the performance review.  It is recommended that the manager share the review with the employee at the time of the conversation. This allows for dialouge around comments and provide clarity if needed.  This will reduce any anxiety with unintended word choices or subtext.  

Performance Reviews - Supervisor Resources

Use the below resources and the Performance Periods, Performance Timelines, ePerformance Employee Resources, and the UWSP Specific ePerformance Tips and Troubleshooting sections of this page to support ePerformance administration.

Manager Tasks in Performance Reviews

Performance - Manage Goals​

Review Probation Period​

Responding to a Give Feedback Request​

My Team Management Dashboard​  *Video within the job aid ​


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Overall Rating:
​
  • ​Exceeding Expectations​​: Performance consistently exceeds the communicated expectations. 
  • Meeting Expectations: Performance consistently meets the communicated expectations.
  • Partially Meeting Expectations: Performance does not consistently meet communicated expectations. ​
  • Failing to Meet Expectations: Performance is consistently below expectations and/or reasonable progress was not made. (overall rating will require PIP)

Performance Reviews - Employee Resources

​Foundational Resources:

​​Employees Tasks in Performance Reviews

Access your performance documents under "performance" in your purple profile box to the left on your profile page.  Here is some additional help: Basics of Navigation in Workday​

 This step is where you set your goals 

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  • Set at least 3 goals and ​no more than 5. Make sure the total of your goals' weights adds up to 100%.
  • Reference the Performance Management Best Practice resources to create effective goals.
Complete Self-Evaluation: This is the step which allows you to document your assessment of your performance for the performance period.
For Each Individual Goal you will Choose from the drop down:

Individual Rating Scale:​
  • ​Exceeding Expectations​​: Performance consistently exceeds the communicated expectations. 
  • Meeting Expectations: Performance consistently meets the communicated expectations.
  • Partially Meeting Expectations: Performance does not consistently meet communicated expectations. ​
  • Failing to Meet Expectations: Performance is consistently below expectations and/or reasonable progress was not made. (overall rating will require PIP)
  • Not Applicable: ​Unable to rate because performance is not currently expected in this area (available only as an item rating, not available for overall rating). ​​
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​​Review Manager Evaluation: This step should be completed after the performance review discussion with your supervisor has occurred. Once your supervisor has shared their assessment of your performance formally, this step allows you to review, provide additional comments, and acknowledge that the performance review occurred.


2026 Evaluation Questions 

Question 1: Employee: Which is your accomplishments in this review period make you most proud?


Strengths-Based Focus

Strengths-Based Model

Use this as an additional resource to create an exceptional performance management experience.

Performance Improvement Plan

A Performance Improvement Plan (PIP) gives an employee the opportunity to improve while being held accountable for performance. The PIP is meant to be pre-emptive to disciplinary action. However, in some cases, informal or formal disciplinary action may occur at the onset of a PIP. If performance does not improve during a PIP or the performance declines after the PIP, disciplinary action may be necessary.

Before implementing a PIP, contact Human Resources at hr@uwsp.edu.

This process is reserved for employees who do not meet expectations as part of their annual performance review. ​

Performance Improvement Plan (PIP)​

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Contact Us:

 
Human Resources
Old Main Room 133
715.346.2606​
hr@uwsp.edu