Posted 8:58 a.m. Friday, June 26, 2026
Understanding & managing your performance reviews
UW System Administrative Policy 1254 Performance Management is in place to guide how employee performance is managed and evaluated. It aims to keep employees engaged, supported, and striving towards continued growth within the Universities of Wisconsin System.
The performance management process provides an opportunity for employees to develop clear and attainable work goals. It includes setting clear job expectations, providing regular feedback, offering opportunities for career and professional growth, and recognizing strong performance. A successful and meritorious performance evaluation is one of the criteria for pay plan eligibility, as outlined in the UW System Pay Plan Distribution Framework for University Workforce.
Scope
This policy applies to most employees across the UW System, including:
- Faculty
- Academic staff
- University staff
- Limited appointees
However, it does not apply to:
- Student workers
Process
Performance management is intended to be an ongoing process, not just an annual event. Employees and supervisors are expected to:
- Set clear expectations
- Engage in coaching conversations
- Provide continuous feedback
These actions keep performance discussions active, relevant to goals, and focused on development rather than purely evaluation. In addition to regular feedback, the policy requires that a formal performance evaluation is completed at least once every 12 months.
Supervisors and employees are encouraged to meet regularly throughout the year for informal check-ins or “touchpoints.” These conversations help ensure feedback is timely and relevant. An easy way for managers to ensure they have the opportunity to provide feedback is to set up weekly, monthly, or quarterly 1:1 meetings with their staff members.
Components
Each UW institution must follow a structured performance management process that includes:
- Goal setting
- Documented performance ratings
- Ongoing feedback
- Recordkeeping / Documentation
Performance expectations must align with job responsibilities, and there must be a clear process for addressing performance concerns.
Performance evaluations may incorporate input from several sources, such as:
- Supervisors
- Employee self-assessments
- Non-primary supervisors if applicable
The policy recognizes that different roles require different evaluation approaches. At UWL, the following job types will have an annual review to complete within Workday (subject to change based on specific appointment details):
- Academic Staff (both Non-Instructional and Instructional)
- University Staff
- Limited Appointees
- Graduate Assistants
Faculty at UWL are reviewed outside of Workday.
For more information regarding the Performance review process in Workday, please read this blog post, Understanding Upcoming Annual Performance Reviews in Workday.
Please utilize the resources below or reach out to UWL Human Resources Office to assist you in understanding upcoming performance reviews at UWL.
- UWL Employee Handbook
- UWL HR Performance Management page
- UWL KB HR employee resources - Performance management
- UW System Administrative Policy 1254 Performance Management
- Job Aid Annual Performance Evaluation - Managers and Employees
- Job Aid Performance Reviews Overview
- Employee Assistance Program