Probation Midpoint Evaluation Step By Step Guide

Approximately 30 - 45 days prior to the due date, HR will launch the upcoming probation evaluation. In Workday, this will generate the initial task in the evaluation business process assigned to the manager.

1. Once launched by HR, the manager will receive a task in Workday. Click on the My Tasks (inbox icon) to navigate to your task list. 

2. Select the Set Content: [Evaluation Name and Year] task for the employee you are working on and click the Get Started button. 

3. The employees job responsibilities will pull into the Job Responsibilities window from the content setting exercise that was completed in Summer/Fall 2025 after Workday launched. These responsibilities should match what is shown in the Standard Job Description (SJD).

Manager should:

• • add any unique responsibilities that are part of the employee's job as a new responsibility.
  • delete any responsibilities that do not apply to the employee's job.
  • enter expectations related to each specific responsibility in the corresponsing comment field. 

Managers should NOT:

• •  rewrite job responsibilities from what pulls from the SJD.

Once responsibilities have been finalized, click the NEXT button. 

Note: If the manager did not complete the set content exercise in summer/fall 2025, this window will be blank. The manager will need to set the job expectations and goal setting during this step. 

4. In the Goals window, the manager will 

• • Update existing goals as needed.
  • Delete any goals that are no longer relevant. Do not delete completed goals.
  • Add new goals.

Each goal should be given a clear description and include a due date. Due dates should align with the end dates of future evaluation periods (July 1 for next Annual Evaluation, January 1 for next Midpoint evaluation

Goals should always be given a status of Not Started when they are added to the employee's evaluation for the first time. This is true even if the employee has started working on/exploring the goal so the evaluation history will clearly show when the goal was added. Updates to the status will be made during the next evaluation. 

5. When all job responsibilities and goals are ready for the employee's review, click the Submit button. 

Note: Once the submit button is clicked employees may have the ability to make changes to the review content. It is important that supervisors make it clear to the employee during the review discussion that no changes should be made without first discussing with the supervisor.

Note: While we are learning the new system, it is suggested that managers notify the employee that a task related to their evaluation should be in their Workday task inbox. This coordination helps the business process flow timely. 

1. Navigate to the task inbox (inbox icon in upper right corner) and select the Complete Self Evaluation task. Click the Get Started button. 

2. Review the job responsibilities closely, enter a performance rating, and add/update comments. Click the Next button. 

Do not make changes to the job responsibilities. If you disagree with something that is in the Responsibility field, add a detailed note to the comment field. 

Performance Ratings in Workday

Note: In Workday, employees must rate themselves on each of the responsibilities listed in their evaluation. This is different than the self-appraisal in the previous system. 

3. Carefully review the goals, update statuses, and add comments. Click the Next button. 

Goals should always be given a status of Not Started when they are added to the evaluation for the first time. This is true even if the employee has started working on/exploring the goal so the evaluation history will clearly show when the goal was added. Updates to the status will be made during the next evaluation. 

5. When all job responsibilities and goals are ready for the manager's review, click the Submit button. 

Note: While we are learning the new system, it is suggested that employees notify the manager that a task related to the evaluation should be in their Workday task inbox. This coordination helps the business process flow timely. 

1. Navigate to the task inbox (inbox icon in upper right corner) and select the Manager Evaluation [Eval Name and Year] task for the employee you are working on. Click the Get Started button. 

2. In the Evaluate Responsibilities window, enter performance ratings and comments for each responsibility listed. 

If the employee has expressed disagreement with any of the job responsibilities, the comments should reflect the differentiation in the comments field. 

The responsibilities that have pulled through from the Standard Job Description should not be rewritten. 

Click the Next button when all updates have been made. 

Performance Ratings in Workday

NOTE: This is the last chance to make a change to the evaluation content. NO changes can be made after clicking the Submit button. If changes are necessary, the entire evaluation up to this point must be deleted and started from the beginning of Step 1: Set Review Content

It is acceptable for the manager to wait until after meeting with the employee to submit this step, just in case changes to the evaluation arise during the discussion. If opting to do this, managers can share the evaluation content with the employee by clicking the print icon found in the left panel (found under the date range). This will allow the manager to print a paper copy or save the evaluation as a PDF to be shared with the employee. 

5. Click the Submit button once you are sure that all evaluation content is correct. 

Note: While we are learning the new system, it is suggested that managers notify the employee that a task related to the evaluation should be in their Workday task inbox. This coordination helps the business process flow timely. 

Note: This is simply a reminder. Scheduling the meeting to discuss the evaluation occurs outside of Workday. Submitting this task will launch a task for the employee to acknowledge their evaluation which will allow employees to view the evaluation content. It is the managers discretion whether they submit this task, and make evaluation content visible to the employee, before or after the discussion.

1. Navigate to the task inbox (inbox icon in upper right corner) and select the Schedule Review Discussion: Manager Evaluation [Eval Name and Year] To Do reminder for the employee you are working on.

2. Click the Submit button. 

1. Navigate to the task inbox (inbox icon in upper right corner) and select the Performance Evaluation Employee Acknowledgement task. Click the Get Started button. 

2. Review the information on Job Responsibilities window and click the Next button at the bottom. 

Note: no changes to review content should be made without first discussing with your manager. 

4. Click the Submit button.

Note: While we are learning the new system, it is suggested that employees notify the manager that a task related to the evaluation should be in their Workday task inbox. This coordination helps the business process flow timely. 

1. Navigate to the task inbox (inbox icon in upper right corner) and select the Performance Evaluation Manager Acknowledgement task for the employee you are working on. Click the Get Started button. 

3. Click the acknowledgement radio button. 

4. Click the Submit button. 

Clicking the submit button should trigger a pop-up that indicates the evaluation has been successfully completed.