University of Wisconsin–Madison
Human Resources

Manager Tasks in Performance Reviews

Process considerations

Managers/Supervisors should conduct regular, informal conversations with all employees who report directly to them to provide ongoing feedback, clarify expectations and identify needed support. Regular feedback ensures formal, documented evaluations do not contain unexpected information.

   

Part 1 - Set content

Set Content is the first step in the review process for the following review templates:

  • Performance Review – Staff (Annual, Midpoint)
  • Probation Review – Staff (Midpoint, Final)

The Set Content step allows the manager to review and adjust the job responsibilities, and update and add goals prior to the employee self-review. Information from previous completed evaluations will auto load into the new evaluation, so managers only need to update the information if needed.

  1. From the Workday Home Page, click on My Tasks (inbox icon) in the upper right corner. 
  2. Select the Set Content task.
  3. Click Get Started.
    Note: If a pop-up box appears, it is showing the standard job responsibilities from the Job Profile for reference. Click the X in the upper right corner to close the pop-up.
  4. Under Job Responsibilities:
    1. Optional: Edit existing text.
    2. Optional: Click Remove to remove a job responsibility.
    3. Optional: Click Add to enter a responsibility.
  5. Click Next.
  6. If the Discussion Questions – Job Engagement section is included, no changes can be made. Click Next.
  7. Under Goals:
    1. Optional: Update Goal, Description, Due Date, Status
    2. Click Add to create a new goal.
      1. Enter the Goal
      2. Optional: Description, Due Date, Status
        Note: Although optional, best practice is to set new goals status to Not Started.
        Note: If a goal is added in error, click Remove.
  8. Click Submit.
    Note: Click Save for Later if you would like to save your current progress before exiting the task.

Next steps

After the Set Content step is submitted, the next task will go to the employee. Once the employee submits the Self-Evaluation, the manager will receive the next step, Manager Evaluation.

Part 2 - Manager evaluation

The Manager Evaluation step will begin next and send for all templates:

  • Ad-Hoc Performance Review
  • New Employee Goals and Expectations – Staff
  • Performance Review – Staff (Annual, Midpoint)
  • Performance Review – Instructional Academic Staff
  • Probation Review – Staff (Midpoint, Final)

This step allows the manager to provide comments and an overall rating for the employee. The sections of the evaluation will vary depending on the template in use.

  1. From the Workday Home Page, click on My Tasks (inbox icon) in the upper right corner.
  2. Select the Manager Evaluation task.
  3. Click Get Started.
  4. If the Job Responsibilities section is present, enter a Comment for each job responsibility. Although this is optional, best practice is to include detailed examples of how an employee is succeeding and where growth is needed.  
    Note: Refer to the help text instructions in the task, regarding the use of the Add or Remove buttons.
  5. Click Next.
  6. Update existing goals: Goal, Description, Due Date, Status and Comment on goal progress. (Optional)
    Note: Best practice is to discuss with the employee before any goal changes or additions. If a goal is added in error, click Remove.
    Warning: Comment will not be present on the Goals and Expectations template.
  7. Click Next.
  8. Optional: Upload any Supporting Documents.
  9. Click Next.
  10. Select an Overall Rating. Rating Description will show when a Rating is selected.
  11. Click Next.
  12. Review the Manager Evaluation
  13. Click Submit. No changes can be made after clicking submit.
    1. Submit triggers a reminder to schedule a discussion with the employee and sends a task to the employee to Acknowledge Receipt of the evaluation. It is recommended that you have that discussion before submitting in case changes are needed.  
      Note: Click Save for Later if you would like to save your current progress before exiting the task. 

Next steps

The next step in the process will route to the employee and the employee will acknowledge. This is the final step in the evaluation. Managers/supervisors will receive a notice when the employee has acknowledged receipt and the evaluation is complete.

Questions?

Contact ohr_perf_mgmt@ohr.wisc.edu.

Updated: May 11, 2026Source URL: https://hr.wisc.edu/hr-guides/for-managers-and-supervisors/manager-tasks-in-performance-reviews/

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