Assessing Performance
This process allows us to reflect upon and comment on what has been accomplished in the prior year. This information should include those contributions and efforts that have contributed to achieving positive results, including handling our day-to-day work. It should also include the issues that presented specific challenges or opportunities for growth and development.

As we think about our accomplishments and challenges, it is equally important to reflect upon how the work was done.  The Performance Assessment Process provides the opportunity to consider how working in a mission informed and core values focused way has assisted in achieving positive results, or may be helpful in supporting the development and growth for the individual in the future.

As a final step in the 2024-2025 assessment process, the following tasks will be launched in Workday on May 5, 2025 for all administrators and staff:

• Employee Self-Assessment
• Manager Assessment & Final Rating

Goal setting and Mid-Year Check-In steps were previously released in Workday to be completed by all managers and employees (all regular full-time and part-time administrators and staff).

The final assessment step will begin with a task notification to the employee to complete their self-assessment, reflection of current goals, competencies, and acknowledgement of training & job descriptions.

Once the employee submits their assessment, the manager will receive a task notification to review the employee’s self-assessment, review training & job description acknowledgements, rate goals & competencies and provide final comments.

Reminder About Goal Setting

All managers should have received a task in their Workday inbox back in June which required them to enter goals for their employees. Any goal that a manager enters into Workday should be discussed and agreed upon with their employee prior.

This step in the performance management process must be completed as it will impact the final review in Workday. Workday will require a manager to rate their employees on each goal and several competencies within the final review. All goal and competency ratings will be automatically calculated in Workday to determine the employee’s final review rating. Goals can be found on the performance tab on the employee’s worker profile.

Any employees hired after goal setting launch in June 2024 should have goals recorded in Workday by their managers. Managers can record goals in the employee’s profile under the performance tab in Workday.

 

Process Timeline

*A goal setting task will also be launched in early June 2025 as the first step in the 2025-2026 performance management review cycle.

Available Training and Resources

The Office of Human Resources will be providing a training session for employees and managers. The training will review the performance management process within Workday, process timeline, tips to write an effective assessment and SMART goals as well as a demonstration of the performance assessment process in Workday.

Training sessions will be held on the following dates:

May 6, 2025 at 1:00 pm in Reilly Hall 244

June 2, 2025 at 1:00 pm in Reilly Hall 244

You may sign up for the performance training sessions here. 

If you have any questions, please contact the Human Resources Office at [email protected].

 

Performance Discussion Forms and Tools

Performance Management Guide

SMART Goal Development Guide

Goal Setting Job Aid

Mid Year Check In Job Aid

Annual Review Job Aid

2024-2025 Performance Assessment Slide Deck