THIS IS IN DRAFT

This year, supervisors are required to complete two key performance review tasks:

1. 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
2. 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>.”  If an employee is in their probationary period, the task will say “Set Content: 2025 Performance Set Up: <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.
   • 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.

Resources to Guide Managers:

• Step-by-step guide for setting content in Workday: Performance Review Setup at Workday Go-Live
• SMPH's Supplemental guidance is available below to support you through this process:

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.

If you used expectations associated with the job responsibilities in PMDP, you may want to include them in your evaluations in WD, 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:

There will be a few scenarios that a manager will be in during this process:

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 use this to copy and paste information to Workday and will attach it at the end.

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 FY 26.”
  • You can set FY 26 goals in WD during step 3 of the Set Content task.

Part 2: The Process Continues with Employee Verification

The employee will receive a task within Workday to review what the manager has entered. It is the employee's responsibility to review carefully and click submit.  

Part 3: Managers Must Rate Employee Performance in Workday

In step 4: SMPH highly recommends that you upload a PDF version of the finished summary evaluation in PMDP.  If employee is in probation, there is no attachment option. 

Step 5: This step is only required if the employee has more than one paid University or Academic Staff position.

Step 6: Rating 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:

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.