University of Wisconsin–Madison
Human Resources

Performance Management – Side by Side Comparison 2025 and 2026

Performance Management: from Workday Initial Setup to Regular Evaluation Cycle

The table below describes the required action items needed by employees and managers during the performance management cycle. 

  • Step Name refers to the phase of the Performance Management process.
  • Step Owner identified who is responsible for completing the identified actions (either the Manager or the Employee)
  • Actions Taken in July 2025 describes the actions needed at initial launch of Performance Management in Workday.
  • Actions Taken in Regular Midpoint and Annual Evaluations describes the actions needed for the first midpoint and annual evaluations documented in Workday.
Performance Management Required Actions: Workday Setup and Midpoint Evaluations
Step Name Step Owner Actions Taken in July 2025
(Workday Setup)		 Actions Taken in regular Midpoint
and Annual Evaluations
Set Content Manager
  • Review/add/edit/remove Responsibilities
  • Add Goals
  • Review/adjust Responsibilities
  • Add/update Goals
Employee Self-Evaluation Employee
  • View Responsibilities
  • Add Goals
  • Upload supporting documents (optional)
  • Rate each responsibility, comments optional
  • Answer 3 Discussion Questions (annual evaluation only):
    • Which of your accomplishments in this review period make you most proud?
    • What would help you achieve higher performance in your role? Please mention any barriers that may be impacting your progress.
    • What new knowledge, skills, activities, or projects are you interested in pursuing to help advance your work performance?
  • Update goal progress and comment on progress for each goal.
  • Upload supporting documents (optional)
Evaluation Manager
  • Confirm responsibilities
  • Review Goals added by Employee
  • Upload supporting documents (optional)
  • Provide Overall Rating
  • Rate each Responsibility
  • Comment on each Discussion Question (annual evaluation only):
    • What have you observed?
    • What resources, guidance, and support can you offer?
    • What knowledge, skills, activities, or projects would you suggest that would advance performance in this role?
  • Update goal progress and comment on progress for each goal
  • Upload supporting documents (optional)
  • Provide Overall Rating (comments optional)
To Do (Tasks) Manager
  • Reminder Task to meet with Employee (Employees are notified when the previous task is completed)
  • Reminder Task to meet with Employee (Employees are notified when the previous task is completed)
Acknowledge Employee
  • Choose from menu: I acknowledge I have received this performance evaluation information. 
  • Comments are optional.
  • Choose from menu: I acknowledge I have received this performance evaluation information. 
  • Comments are optional
Acknowledge Manager
  • Choose from menu: I acknowledge I have shared this performance information with the employee. 
  • Comments are optional.
  • Choose from menu: I acknowledge I have received this performance evaluation information.
  • Comments are optional.

Additional Resources

Updated: Jun. 16, 2025
Source URL: https://hr.wisc.edu/hr-guides/for-managers-and-supervisors/performance-management-side-by-side-comparison-2025-and-2026/

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