Performance Reviews
An overview of the performance review process for employees and supervisors.
All staff members, no matter how skilled, need opportunities for continuous feedback
Both employees and supervisors/managers have a responsibility to actively participate in the performance management process.
The process includes planning for performance by setting clearly defined individual objectives, ongoing coaching (formal and informal), and highlighting success, while emphasizing the importance of follow-through. The process aligns with the University’s mission, specifically providing opportunities for learning, discovery, and engagement.
What are competencies?
The University has Value-Based Competencies that align with the University's mission, vision, core values, and creed.
Overview of the review process
There is an opportunity to participate in the formal process semi-annually.
Step 1: Create individual performance objectives
The performance review process in Workday will be similar to the legacy process in connectU. More details will be shared once the system stabilizes after going live. There will be two review cycles, and the cycle you follow will depend on your division.
Step 2: Refer to the 2025 review cycle timeline below. (2026 information coming soon)
New Workday Performance Review Information Coming Soon
2025 Performance Review Timeline
Performance Objectives | ||
| Form available (if not earlier) | At the latest | Step of the review process |
| Available now! | Employee and/or supervisor enters objectives for calendar year 2025 | |
Semi-annual Review Period | January 1, 2025 - June 30, 2025 | ||
| Form available (if not earlier) | At the latest | Step of the review process |
| March 17, 2025 | March 26, 2025 | Quarter 1: Employee reports on progress of objective(s) and performance |
| March 27, 2025 | April 7, 2025 | Quarter 1: Supervisor reviews progress |
| May 19, 2025 | May 28, 2025 | Semi-annual: Employee reports on progress of objectives(s) and performance |
| May 29, 2025 | June 9, 2025 | Semi-annual: Supervisor reviews progress |
| June 10, 2025 | June 19, 2025 | Semi-annual: Next level manager reviews progress |
| June 20, 2025 | June 30, 2025 | Semi-annual: Supervisor and employee performance discussion |
| July 1, 2025 | July 11, 2025 | Semi-annual: Employee acknowledgement |
Semi-annual Review Period | July 1, 2025 - December 31, 2025 | ||
| Form available (if not earlier) | At the latest | Step of the review process |
| November 3, 2025 | November 12, 2025 | Employee completes self-review; rate performance on objective(s) and value-based competencies |
| November 13, 2025 | November 21, 2025 | Supervisor completes review; rate performance on objective(s) and value-based competencies |
| November 24, 2025 | December 5, 2025 | Next Level Manager to review and may provide an overall performance comment (optional step) |
| December 8, 2025 | December 17, 2025 | Supervisor confirms the in-person performance discussion meeting |
| December 18, 2025 | January 12, 2026 | Employee acknowledges completed review |
Frequently asked questions
Objectives: Have you entered an objective in the Objectives module? The performance review form requires a minimum of one objective and a maximum of five.
Access: The performance review form is only available during specific windows of time. Please refer to the performance review calendar on this page.If you are an employee and need assistance with completing Objectives or any steps of the review process, please contact your Human Resources Business Partner.
If you are a supervisor and need help with the review process, contact 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 Workday, including Help Articles & Workday Assistant.
Need Further Support?
Submit a case directly in Workday. 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.