Overview of what is changing for Performance Management

What is changing for Performance Management? 

Starting July 2025, eligible employee classifications will complete the Performance Management process in Workday. The underlying philosophy for Performance Management will remain the same: the process involves ongoing conversations between the employee and manager or supervisor focused on goal setting and timely feedback to enrich the high-performing workforce at UW–Madison. 

What is not changing 

• Evaluation process will remain the same
  • SCDs responsible for maintaining a PM program
  • Reflects University Policy UW-5018
  • Focus on Talent Development and Retention
  • Structured, ongoing dialogue between employee and evaluator
• IAS Staff (current and new hires) will continue to use PMDP or their unit-specific performance review process

What is changing 

Fiscal Year Cycle

All eligible employee categories will be on the fiscal year calendar (July 1 - June 30).

From July to September 2025, unit supervisors or managers will review job responsibilities and conduct goal setting sessions with their direct reports within Workday. Midpoints will take place from January to March 2026. This applies to all US, Limited, and non-instructional Academic Staff. 

Actions Required:

• • Make sure your unit has either begun the process or has a plan in place to make sure employee information is prepared for the transition to the Fiscal Year by July 2025. The responsibilities and goal setting initial review will kick off in July 2025. 
  • If you aren't sure how to move employees to the FY schedule, check in with your HR Lead or Talent Partner for S/C/D guidance. 
  • University policy UW5018 will be updated to reflect changes.

Decommissioning PMPD

The last annual or summary review for all US, LI, and non-instructional Academic Staff must be completed in PMDP by October 1, 2025. For all Non-IAS staff, PMDP will be view-only access for most staff on July 2, 2025. Reviews will be viewable and eventually migrate to a different system in the future (2026 or later). 

Instructional Academic Staff should continue using PMDP or the S/C/D's process. There might be a transition to Workday in the future. 

Actions Required:

• • Clean up PMDP data by resolving any outstanding reviews in the system (run Outstanding Activity Report) 
  • Launch any remaining summary evaluations by July 1 and complete by October 1, 2025

Workday Platform

Note: All Non-IAS staff, University Staff, and Limited staff will migrate to the Workday Performance Management system. IAS staff will continue using PMDP or other unit-specific process. 

In Workday, all eligible employees follow the campus-wide review windows. The process is automatically pushed out through Workday, and they have rigid deadlines. You will have three months to complete the review process. Additional dates and review windows will be discussed during the Performance Management Training webinar. 

The Workday Performance Review process will reflect the same foundations as PMDP. The focus of these reviews is an ongoing conversation between an employee and their supervisor. To learn more about the cycle and rating scales, read more the Overview of Performance Management Cycle in Workday. 

Initial Workday Launch

All managers will need to complete a one-time setup for the FY26 review process in Workday. This will happen in Late July. Depending on the employee's situation, they will receive one of two goal setting templates. The manager will enter their information, which will be automatically pushed to the employee for review and confirmation. Once the review is submitted, the manager and employee will be setup to receive the midpoint review in early 2026. 

Actions Required:

• Review employee population to determine which template Workday will initiate in July 2025 for initial set up
• Ensure required PMDP reviews are opened before July 1, 2025 (and are completed by October 1, 2025)
• Input initial review/goal setting in Workday (October 31, 2025 deadline)
• Input initial probation responsibilities/goal setting in Workday, as soon as possible

Probation Implications

As we transition to Workday, there will be employee groups that require modified processes based on their hire dates or PM review dates. Use the table below to determine how to properly handle the transition for your specific employees. 

Actions Required:

• • Review Job Probation Report in OBIEE and/or New Employee Report in PMDP to determine employees impacted by these situations

Still Being Defined

• Late-July Launch Date for Evaluations: Still being determined

• Multiple Appointments: will provide guidance for handling multiple appointments at a future cutover meeting. Information does not carry forward for secondary jobs (Feedback).

• IAS: will provide updates on possible move of Instructional Academic Staff to Workday will continue after go-live

• Hypercare: Service Center will be the ones to contact if a review needs to be pushed back, reopened, etc. Ticketing and further guidance is still being discussed.

• Policy Updates: Minor changes to policy expected as we near launch to reflect updated information, such as FY requirements

Cutover Dates

Read the Performance Management Cutover Dates for more information about deadlines. 

Additional Resources

• Performance Management Cutover Dates
• Overview of Performance Management Cycle in Workday

Who to contact for help  

Please contact OHR's Performance Management Team at pmdp@wisc.edu.