Performance Evaluations

Performance evaluations and training courses for employees and managers are now available in Workday!

To access Workday Learning, find the View All Apps link and click on the Learning icon to be able to search for performance related reference guides. If you don't see the Learning app, use the gear icon to add it. Employees and managers may also have links to performance related trainings in their Timely Suggestions or Announcements section of their Workday home page. 

Human Resources will hold several open office hours Zoom sessions during the months of February & March to assist employees and managers with performance evaluations.  Session dates and zoom links will be provided by email and sessions will not be recorded.

2/11/2022 (Friday) 9:00am to 10:00am

2/22/2022 (Tuesday) 2:00pm to 3:00pm

3/11/2022 (Friday) 9:00am to 10:00am

3/30/2022 (Wednesday) 2:00pm to 3:00pm

Rating Period

All Performance evaluations (with the exception of County Agents) will be based on a January-December rating period with evaluations from the previous calendar year completed by March 31 of the following year. 

Eligibility Date

Classified and Non-Classified employees hired prior to July 1, 2021 will be required to complete a performance evaluation. 

Classified and Non-Classified Staff Evaluations

PMGS 08-1 Classified and Non-Classified Employee Performance Policy

Performance evaluations will be completed in Workday for Classified and Non-Classified positions. Performance review templates will auto-populate responsibilities from the position and core competencies that have been developed at the UA System level for all employees.

For the 2021 rating period, competencies will not count towards the overall rating for both Classified and Non-Classified positions. However, managers will still be required to comment on how the employee performed in regard to the core competencies in the evaluation.

For Non-Classified positions, goals will be set by the manager for the review period. For the 2021 rating period, goals will not count toward the overall rating.

Editing Employee's Position Restrictions

Prior to completing the evaluation, managers need to ensure that the employee’s position information, including job responsibilities, is up to date in Workday. To do this, the manager will 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. Note: Once performance evaluations are launched in Workday, any edits made to position restrictions will not flow through into the performance evaluation.  Edits will need to be made in both the position restriction and in the performance evaluation at that point. 

Performance Rating Scale & Competencies

All performance ratings for Classified and Non-classified employees will follow a 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).  

Performance Review Rating Scale for Classified and Non-Classified Staff

Division of Agriculture Competencies
Division of Agriculture Competencies will not calculate as a part of the overall rating for the 2021 rating period.  

Edit Position Reference Guides

Edit Position Restrictions

Edit Additional Data QRGs

Performance Evaluation Reference Guides

Complete Self Evaluation (for Non-Classified employees)

Discuss Performance Review with Employee (for managers)

Complete Manager Evaluation (for managers)

Employee Review & Acknowledgment (for employees)

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.

Graduate Assistants
Performance evaluations for these positions will be similar to the previous process with reviews being done outside the Workday system.

Extra-Help Hourly
Performance Evaluations are not required for Extra Help/Temporary/WOWN/Hourly employees. 

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 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. 

If you have any questions about performance management, please contact