Training & Conferencing
The performance evaluation training courses for employees and managers are now available in Workday Learning! On your home page in Workday, click on the Learning icon to see your assigned courses. Contact email@example.com if you have any questions.
All Performance evaluations will be based on a January-December rating period with evaluations from the previous calendar year completed by March 31 of the following year. All 2020 evaluations will be due by March 31, 2021. Even if you were hired in 2020, you will receive an evaluation for calendar year 2020 by March 31, 2021.
Classified and Non-Classified Staff
Performance evaluations will be completed directly in Workday for these positions. Performance review templates will auto-populate the responsibilities from the position restrictions and core competencies that have been developed at the UA System level for all employees. Note: For Non-Classified positions, goals will be set by the manager for the review period.
Prior to completing the evaluation, managers need to ensure that the employee’s position information, including job responsibilities, is up to date.
Managers will receive an announcement in Workday containing a report that will help verify that employee job responsibilities are in Workday and are up to date. They may also navigate to an employee’s Workday profile, click on their position, click on “Position Restrictions”, and select the “Qualifications” tab. If job responsibilities are missing or need updating, the Position Restrictions will need to be edited. This will go through an approval process in Workday. See the below Quick Reference Guides titled “Edit Position Restrictions” and “Edit Additional Data” for detailed instructions on how to edit employee position restrictions.
All performance ratings for classified and non-classified employees will follow a new five-point scale, displayed below. The new rating scale was developed with input and guidance from subject matter experts across UA System member institutions and has been approved by the Arkansas Division of Higher Education (ADHE).
Evaluations for calendar year 2020 will be based 100% on job responsibilities. When evaluating performance for calendar year 2021, competencies and goals will also be evaluated. For non-classified employees, responsibilities will be weighted at 80 percent, competencies at 10 percent and goals at 10 percent. For classified employees, responsibilities will be weighted at 90 percent and competencies at 10 percent.
Edit Position Quick Reference Guides
Edit Position Restrictions
Performance Evaluation Quick Reference Guides
Complete Self Evaluation (for Non-Classified employees)
Performance Review Rating Scale for Classified and Non-Classified Staff
Faculty, Executive Positions, and Senior Administration
Performance evaluations for these positions will be similar to the previous process with reviews being done outside the Workday system, but overall ratings will be reported in Workday after the evaluation is complete. Performance reviews will be administered through direct feedback and a written letter to the employee about their performance. The performance ratings will be entered into Workday by the manager in order to be reported on, and the letter can be attached to the performance review. Performance Review templates will consist of an overall rating section and the option to attach a supporting document.
The new process for GA’s will be similar to the current process, with the results now being reported in Workday. The performance ratings will be entered into Workday by the supervisors in order to be reported on, and the letter can be attached to the performance review. Performance Review templates will consist of an overall rating section and the option to attach a supporting document.
Performance Evaluations are not required for Extra Help/Temporary/WOWN/ Hourly employees. There will be an optional opportunity to evaluate extra-help hourly employees if desired by the manager.
County Extension Agents
Due to the unique nature of these positions, the performance for county agents is tied to the annual Plan of Work and Report of Accomplishments, which is captured in a separate system and is reported to the Federal Government based on the federal fiscal year, which is October 1 – September 30. The performance review/discussion and acknowledgments happen outside of Workday. In order to reflect the completed evaluation results in Workday, the HR Partner or Academic HR Lead launches the performance review process. Then, the performance ratings will be entered into Workday by the manager in order to be reported on and documentation will be attached to support the rating entered into Workday. The process is then complete, with no approvals or employee acknowledgment needed in Workday.
Additional training to inform managers/supervisors on how to complete performance reviews will be scheduled soon. If you have any questions about performance management, please contact firstname.lastname@example.org.