The performance evaluation window (May 1–October 1, 2026) has been expanded to help reduce pressure during the busy spring workload. This allows units to better manage competing priorities while ensuring evaluations are thoughtful and thorough.

No. Salary base increases will still take effect on July 1, regardless of when the performance evaluation is completed within the extended timeline. This year's approach separates the review cycle from compensation decisions, providing more flexibility without impacting pay adjustments.

In Workday, navigate to your Worker Profile. From there, select the action menu for your supervisory organization, hover over Roles and click View Roles. Your Performance Partners will be listed there.

The Fiscal Year 2026 staff performance evaluation process will launch on May 1, 2026.  At that time, all staff Self-Evaluations will launch directly to employees’ Workday inboxes. The Performance Evaluation task is automatically routed to your Workday Inbox once the staff member submits their Self-Evaluation, either by completing it or opting not to complete it by entering “N/A” if they choose not to complete it. 

Managers will not receive the Manager Performance Evaluation until employees submit the Self-Evaluation.

Yes. The competency opt-in selection can be changed after it has been selected. 

However, any ratings or comments already entered for competencies will not be automatically removed. Managers must manually delete any ratings or comments if they want to remove competency details from the employee’s review.

Yes. Managers can navigate freely through sections of the Performance Evaluation, even if the Overall Evaluation rating has not yet been selected. 

However, if a rating is selected without an accompanying comment, an error will occur. To navigate freely, managers can select Close, discard any changes and reopen the review. 

Please note that the Overall Evaluation section must be completed, even if the manager elects to complete the Competency Evaluation.

As part of this year’s Performance Evaluation process, there is the option for both the employee and/or the manager, respectively, to upload supporting documentation. The document upload feature is optional and should be used to support your evaluation with relevant materials. If you choose to upload documentation, submit one consolidated file that includes the most meaningful examples of your employee’s work. Documents must be factual, professional and directly related to the review period, and appropriate for a formal performance record in line with University policy. Do not include personal commentary, speculative opinions, unrelated materials or confidential information about your employee or others. Appropriate examples include performance metrics or reports, project deliverables or summaries, goal outcomes, and formal feedback or recognition.  

Please note: any supporting documentation uploaded will not appear on, or be attached to, the final signed FY26 Manager Performance Evaluation.

Do not submit the Performance Evaluation in Workday until your manager has reviewed and approved it, as submission automatically sends it to the Performance Partner. Notify your manager that the evaluation is ready for review. Follow your Unit Leader’s preferred method for review, such as providing a PDF copy of the drafted evaluation.

Staff members can only see the review once you release it to them following your performance conversation.

• Note: For "Requires Improvement" ratings, Employee & Labor Relations must approve the evaluation before it can be shared or discussed with the employee.

Review both the employee’s Self-Evaluation and your completed Performance Evaluation to identify key themes and feedback areas. Focus on positive aspects of performance, especially for employees meeting or exceeding expectations, and discuss ways to continue growing. For areas needing improvement, clearly communicate expectations and invite the employee’s input. 

Always consult your Performance Partner before assigning a “Requires Improvement” rating.

Yes. We strongly encourage managers to meet with staff before releasing the performance evaluation. This allows you to incorporate feedback or clarifications. Once the Performance Partner gives final approval, the form is finalized and cannot be edited. If changes are needed after that point, an addendum must be drafted and uploaded to the employee’s personnel file.

• Completed Probation: Staff who have completed their probationary period but have not been employed for a full cycle should still receive an annual performance evaluation. (Merit increases are typically pro-rated for these individuals).
• Still in Probation: Staff who have not yet completed their probationary period should not receive an annual performance evaluation.

The evaluation routes to the manager of the primary position. We recommend that the primary manager reaches out to the manager of the additional position to gather feedback and incorporate it into the review.

The current manager is responsible for the performance evaluation and the final rating. However, you should solicit and incorporate feedback from the previous manager to ensure the evaluation reflects the staff member’s full year of work.

Whenever possible, solicit feedback from the prior manager. If that is not feasible, work with your supervisor to review completed projects or assignments, any prior feedback received and goals achieved. This will help you evaluate performance fairly for the entire period.