Performance Management Process for Employees in Probationary Period during Go-Live

Open your assigned task, "Set Content: 2025 Performance Set Up: <Employee Name>." 

• Review responsibilities that have been pulled from the Standard Job Description (SJD) into the performance review. Responsibilities should always match what is in the SJD.
• Additional unique responsibilities should match an employee's official job description or position-specific Position Vacancy Listing.
• If you need to include Additional Responsibilities, select "Add" and enter the appropriate information.
• Once complete, select "Next."
   
  

• Select "Add" to enter Goals from initial Goals and Expectations set up review. Ensure all Goals are marked as "Not Started" or "In Progress."
• Due Dates should be entered as the probation end date.
• Select "Add" to enter all remaining Goals. 
• Once complete, select the "Next" button.
   

• Review all content you have entered and select "Submit" when done. If you need to make edits, use the navigation bar on the left to return to the Job Responsibilities or Goals section.
• Select, "Submit" when done.

A pop-up notification will appear that reads, "Success! Event Submitted."

The evaluation has been sent to the employee. It is recommended that you also follow up directly with your employee(s) to inform them that their evaluation is awaiting action in Workday.

• Navigate to your Tasks and select, "Self Evaluation: 2025 Performance Set Up: <YOUR NAME>."
• Select, "Get Started" to begin the task.

• Read and review the Job Responsibilities set by your Manager. These cannot be edited. Contact your manager if the information is incorrect.
• Once you have reviewed all the information, select "Next" to continue.

• Read and review the Goals you have previously discussed with your Manager. These should match those listed in your initial set up or initial 30-day conversation. Contact your manager if the information is incorrect.
• Select, "Next" once you have completed your review.

• This information about non-Primary jobs will appear for all employees.
• Select "Next" once you have completed your review.
   

• Review all items and verify that they are complete and accurate. 

• Select "Submit" when you are done.

A pop-up notification will appear that reads, "You have submitted. Up next: Overall process still in progress."

The Performance Evaluation has been returned to the Manager. It is recommended that the employee contact their manager directly to inform them that the evaluation is in Workday and is ready for review.

• Open your assigned task: "Manager Evaluation: 2025 Performance Set Up: <EMPLOYEE NAME>."
   
• Select, "Get Started."

• From the drop-down menu, select: “The responsibilities have been updated as needed for this position.” If additional edits are needed, speak with the employee about the changes you make.

  Important: At this point in the process, you will not rate each individual responsibility; instead, you simply acknowledge that it is accurate. In future reviews, you will enter a rating for each responsibility.
   

• Select "Next" when complete.

• Review Goals. If additional edits are needed, speak with the employee about the changes you make.
• Select "Next" when complete.
   

This step is optional but highly encouraged for future documentation.

• Select, "Add" to upload your saved PDF copy of any previous initial conversation or 30-day initial performance evaluation documentation. 
• Select, "Next" when the document is uploaded.

• Feedback received from a non-Primary supervisor will appear at this point in the performance review cycle. 

• Note: If you complete the evaluation before feedback from a non-Primary supervisor has been received, that feedback will not be delivered at any point. Check-in with your employee if and when Feedback has been requested.

• Select "Next" to continue.

• Review the Responsibilities, Goals, and Ratings for the employee. To make changes, you can select "Job Responsibilities" or "Goals" on the left-side navigation pane.
• Recommendation: This is the LAST opportunity you have to make any edits to the employee's performance evaluation. It is recommended that you skip to Step 7 PRIOR to selecting "Submit." After your conversation, return to this step.
• Once verified, select, "Submit." A pop-up notification will appear that reads, "Success! Event Submitted."
   

• A "To Do" reminder will appear to encourage you to schedule a meeting to discuss the evaluation with your employee. 
• Select "Submit" to route the complete evaluation back to the employee.
   

• Open your assigned task: "Manager Evaluation: 2025 Performance Set Up: <YOUR NAME.>" 
   

• Select, "Get Started."
• Review and verify all information contained in the evaluation. You will not be able to make changes at this point. 
• Select, "Next."

You are required to acknowledge receipt of your performance evaluation. 

• From the drop-down menu, select, "I acknowledge I have received this performance evaluation information."
• Select "Submit." 

A pop-up notification will appear. It indicates that your manager has been informed of this stage in the process.

• Open your assigned Task: "Manager Evaluation: 2025 Performance Set Up: <EMPLOYEE NAME>." 
• Select, "Get Started."
   

• Review all information from the evaluation.
• Once verified, select "Next."
  
• Complete the Manager Acknowledgment Statement. This is required.
   

• Select "Submit." A pop-up notification will appear that reads, "Success! Event submitted."
• The performance evaluation process is now complete.