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Performance Management and Performance Review FAQ

General

Performance Management is about aligning the employee’s competency, performance goals, behaviors, and development plans to successfully accomplish the University’s mission of teaching, research, and service in accordance with the University’s values of Respect, Excellence, Leadership, Loyalty, Integrity, and Selfless Service (RELLIS).

Performance management incorporates a complete system of planning, coaching, evaluating, and rewarding that encourages employees to do their best work. A successful performance management approach is continuous, allowing managers numerous opportunities to guide, monitor, and reward team members. It also allows employees to have many chances to reinforce what they are doing well, and/or improve their work. Effective performance management impacts both daily work and overall processes, empowering employees to succeed in the short term and over a long period of time.

Performance management process and performance review (i.e., annual evaluation) are not the same. The performance management process takes place throughout the entire review period (i.e., from April 1 through March 31). It is a yearlong process that goes through the PCER model – Plan, Coach, Evaluate, Reward. The performance review period is an annual review process that starts on April 1 and ends on May 31. Workday is the technology used to document an employee’s annual performance.

Completing the self-evaluation is not required. Employees can submit a blank template. However, the Workday task must be submitted to begin the process and for the manager to receive the task to complete the manager evaluation.
Yes, all employees, regardless of length of employment, should have a performance review completed. If the employee has only been with the department for a short period of time, this can be noted in the comments section. You may explain that a more complete and thorough review will be completed for the next review period.
The deadline can be extended for special circumstances. If you need to request an extension, please email HREvaluations@tamu.edu and provide the reason and the names of the employees who need an extension.

Goals

Completing goals in Workday are highly encouraged but not required.
  1. Two conditions are necessary for goals to automatically populate in the performance review template:
    • Goals must not have been attached to another review.
    • Goals must have a due date that falls in the current review period. For example, for the Performance Review Period 4/1/2022 – 3/31/2023., goals should have a due date within the same range.
  2. If you need to add goals to the current review template, please use this guide: Employee Guide To Add Goals After Launch

Feedback

Managers may request feedback from others using their preferred communication method. Written feedback provided by others can be attached to the review when the manager completes the performance review. See the screenshot below.

Workday screen shot showing attachment section

 

Employees and Managers can use these templates to complete the review: