Performance Management

• Performance Reviews Overview: https://hr.wisc.edu/hr-guides/for-hr-professionals/performance-reviews-overview/
• Job Aids
  • Performance Review Tasks – Manager: https://kb.wisconsin.edu/workday/internal/page.php?id=147365
  • Performance Review Tasks – Employee: https://kb.wisconsin.edu/workday/internal/page.php?id=148344
  • My Team Management Dashboard: https://kb.wisconsin.edu/workday/internal/144745
  • Responding to a Give Feedback Request: https://kb.wisconsin.edu/workday/internal/148951
• Performance Ratings in Workday: https://hr.wisc.edu/hr-guides/for-employees/performance-ratings-in-workday/

• PMDP Rating Scale Guide
• Job Aids
• Thirty Day Conversation AKA Expectation and Goal-Setting Conversation
• Mid Probation Conversation
• Summary Probation Evaluation
• Midpoint Conversation
• Summary Evaluation
• Summary Evaluation Training Guide for Supervisors and Employees
• PMDP Midpoint Training Video (if experiencing trouble with the video loading in IE, use Chrome or Firefox)
• Performance Management & Development Program (PMDP) Project

• Summary (annual) Evaluations: Summary evaluations document employee performance during the previous fiscal year (July 1 – June 30). Evaluations must be completed between July 1st– September 30th of the new fiscal year.
• Midpoint Conversations: Midpoint conversations document employee performance during the first half of the fiscal year (July 1 – December 31). Midpoint conversations must be completed between January 1st – March 31st.
• Staff currently in a probationary period will not follow the same timeline for reviews as staff not in probationary periods. Staff in probationary periods use the following cycle during probation. Please contact your Unit HR Manager with specific questions on probationary reviews.  
  • New Employee Goals and Expectations completed within the first 30 days of employment.
  • Midpoint Probation Evaluation completed at the end of first half of probation period.
  • Final Probation Evaluation completed at the end of the probation period.

As the performance management policy states, the following are required:

• Within 1 month of hire and within 1 month of an evaluation period thereafter:
  • For new employees: supervisor meet with each new employee to complete Expectations & Goal-Setting form (AKA Thirty Day Conversation);
  • For continuing employees: generally, supervisor and employee complete Expectations & Goal-Setting (AKA Thirty Day Conversation) as part of their Summary (annual) Evaluation.
• At the mid-point of the probationary period, and midway through the evaluation period thereafter: supervisor and employee have a midpoint conversation and document this conversation;
• At the end of the probationary period and annually thereafter.

Compliance

As the policy states, the consequences for non-compliance are as follows: “In order to be eligible for general wage adjustment (GWA) pay plan or performance pay increases for the fiscal year, supervisors and managers must complete all required performance management activities for those employees whom they supervise, in accordance with the requirements of this policy.”

• An efficient documentation process:
  1. The system is designed to carry forward goals and expectations from prior reviews into new reviews cutting down on the need to re-key data.
  2. Allows for greater clarity in employee goals and expectations.
  3. Leaves more time for quality performance management conversations between employees and their managers or supervisors.
• Having an electronic performance history:
  1. Is helpful for employees in achieving career goals.
  2. Allows for increased support in identifying and addressing areas in which employees would like to improve.
  3. Increases the visibility of high quality work, which can lead to increased employee recognition and other benefits.
• Employees will have their performance management documentation at their fingertips, accessible from MyUW 24 hours per day.