Performance Management Summer 2025
This year, supervisors are required to complete two key performance review tasks:
- Complete the FY25 Summary Evaluation in PMDP
Evaluate your employees for the period of July 1, 2024 – June 30, 2025 using the evaluation opened in May/June within the PMDP system, as in previous years.- Once completed, you will no longer use PMDP for evaluations.
- These must be complete by October 1, 2025
- Set Evaluation Content in Workday
As part of our transition to Workday, you will need to set-up performance evaluation content for each employee in Workday. On July 28, 2025, a Workday task will launch for all managers titled: “Set Content: Annual Evaluation Staff - 2025: <Employee Name>.”- This Workday task is a one-time additional step for this year to lay the groundwork for future performance evaluations to be managed entirely through Workday.
- This task should not be completed until the Summary Evaluation is finished in PMDP, as goals need to be established first.
- These must be complete by October 31, 2025.
Supervisors of Employees on Probation are required to:
- Complete all open outstanding reviews in PMDP
- Mid & summary probationary evaluations that were due July 28th or prior that were opened in May/June
- Set Evaluation Content in Workday
- Task will be titled: “Set Content: 2025 Performance Set Up: <Employee Name>.”
- These must be complete by October 31, 2025; unless the process outlines below is to set up the performance review that will need to be done as either a Midpoint Probationary Review, or a Final Probation Review. Managers may need to complete this set up quickly in order to complete midpoint or final probation reviews for any probation periods ending shortly after the July 28, 2025 Performance Management launch date. HR will provide more detailed instructions to those supervisors via email.
Resources to Guide Supervisors:
Both resources should be used simultaneously when working through this process:
- Step-by-step guide for setting content in Workday: Performance Review Setup at Workday Go-Live
- For Probationary Employees use: Performance Management Process for Employees in Probationary Period During Go-Live
- SMPH's Supplemental guidance is available below to support you through this process.
A how-to video of setting content in Workday can help supervisors and employees see the full process in Workday.
Part 1: Performance Management begins with the Manager
To access your employee's position description:
In PMDP, select your employee’s summary evaluation. Then click “Employee Position Description” highlighted below.
This should pull the latest version of your employee’s position description, including any unique responsibilities associated with their position. You must add any unique responsibilities to Workday when setting the job responsibilities in Step 2. In addition, if there are any job responsibilities in the SJD that your employee does not perform, and won’t perform in the future, you can “remove” that job responsibility.
There is no need to add any percentages to the job responsibilities in the evaluation. If you copy and paste, please remove %'s.
If you used expectations associated with the job responsibilities in PMDP, you will want to include them in your evaluations in Workday, please click in the text field on each responsibility to add this information. You will need to copy and paste the expectations within the appropriate job responsibilities.
PMDP:
Workday:
Goals
There will be a few scenarios that a manager will be in during this process:
If you are working on your summary evaluation in PMDP and setting content in Workday simultaneously:
- Continue to complete your summary evaluation in PMDP like usual. You must fully complete your summary evaluation in PMDP.
- Use PMDP to copy and paste any unique responsibilities and expectations into Workday.
- In the PMDP goals tab, indicate a future goal of: “Future goals will be indicated in Workday for FY26.”
- You will then need to set goals in Workday during this Set Content task.
If you have completed your summary evaluation in PMDP:
- Log into PMDP and save a PDF copy of the completed FY25 performance evaluation. You will be able to use this to copy and paste information to Workday and will need to attach it during part 3.
Part 2: The Process Continues with Employee Verification
The employee will receive a task within Workday to review what the manager has entered. Employee should review carefully and click submit.
Part 3: Managers Must Rate Employee Performance in Workday
Find step 1 - 3 in the Performance Review Setup at Workday Go-Live or for Probationary Employees use: Performance Management Process for Employees in Probationary Period During Go-Live
Step 4: SMPH highly recommends that you upload a PDF version of the finished summary evaluation in Workday. If employee is in probation, upload most recent PMDP evaluation.
Step 5: This step is only required if the employee has more than one paid University or Academic Staff position.
Step 6: Rating in Workday MUST match what was indicated in PMDP as the “overall rating.” You must choose either “meeting expectations” or “failing to meet expectations.” Please see side by side rating chart:
PMDP Overall Rating |
Workday Rating |
Meeting expectations |
Meeting expectations |
Not meeting expectations |
Failing to meet expectations |
If employee is in their probationary period:
- There is no rating needed
There is a "to do" step required to schedule review discussion. If you have already discussed these expectations previously with the employee, please click "submit" to move to the next step. If you still need to meet with the employee to discuss, please schedule a meeting with the employee. Once meeting is complete, click "submit" to move to the next step.
Part 4: The Evaluation is passed to the Employee for Final Review and Acknowledgment
Employee reviews and acknowledges.
Part 5: The Evaluation returns to the Manager for Finalization and Submission
The manager must acknowledge that they have shared this evaluation with the employee. This is the final step in the process.
Frequently Asked Questions (FAQ)
Why was the wrong task initiated for an employee during the Set Content process?
The Set Content for probationary evaluations during the summer launch included all employees who were on probation as of July 28 and later.
My employee ends probation before October 31st, what should I do?
You must complete the Performance Set Content task in Workday before HR launches the probationary summary evaluation. The evaluation will use the content set during this task.
I have a task I don’t believe should have been launched for me to complete.
Please reach out to your HRBP for clarification.
Can I delegate my evaluations to someone else?
No. Managers may not delegate their evaluations.
Some employees on probation didn’t receive a template yesterday. What should I do?
Please reach out to your HRBP for clarification.
I completed Step 3, but my employee still doesn’t see their task. What now?
After submitting Step 3, a “To Do” step is assigned to the manager. This must be completed before the task is sent to the employee for acknowledgment.
What happens if I don't complete the templates?
Not completing the templates by the deadline will cause future evaluations to have empty job responsibilities and goals.
In addition, if order to be eligible for salary increases, managers must be up to date on all direct reports performance evaluations.
Why can't I find the evaluation I opened in PMDP?
We’ve learned that when managers log into PMDP, they no longer immediately see their direct reports as they did previously.
Managers can still find their staff by navigating to: Manage > Employees, then searching for the employee individually.
Once located, scroll down and click on “Performance Evaluation History” to view and edit the evaluation that has been started.