Posted 10:46 a.m. Wednesday, May 27, 2026
Performance reviews in Workday will kick off on July 1, 2026
Human Resources is committed to supporting supervisors and employees throughout the performance review process. In previous years, UWL annual performance reviews required supervisors and employees to complete check points throughout the academic year. With the transition to Workday, annual evaluations are now completed within a condensed timeframe.
The timeframe within Workday for annual reviews is from July to October. The annual reviews will evaluate on the past 12‑month period (July 1, 2025-June 30, 2026). Included here is a visual overview of the performance review timeline, along with the necessary responsibilities for employees and supervisors throughout the review process. Human Resources will send email reminders throughout the condensed timeline to encourage timely completion.
*Please note that IAS reviews differ slightly from NIAS and Hourly Staff. IAS reviews will launch with a task for the employee to complete first rather than starting with the manager on July 1.
Supervisor Transition Guidance
We recognize that retirements and general supervisor transition can create challenges given this evaluation timeline. If a supervisor change is expected to occur over the next few months, outgoing supervisors are expected to provide thorough documentation and notes regarding employee performance to the incoming supervisor to support a complete and accurate annual evaluation. We recommend documenting performance feedback in one of the following formats:
- A Word document
- An Excel spreadsheet
- A clearly organized email
A Word document with an individual review for each staff member may be especially helpful, as incoming supervisors can upload the document as part of the annual review process and reference the attachment within the comment sections.
Human Resources assists in this process by ensuring everyone understands the performance review cycle and has the resources they need for meaningful, effective evaluations. If you have questions, please reach out to UWL’s Training and Development Lead, Caitlin Jessen.
Information regarding the performance review expectations can be found below, where the UW System Performance Management Policy is summarized. Additional resources include the UWL Employee Handbook and on the UWL Human Resources performance management webpage.
Performance Review Policy
The University of Wisconsin-La Crosse is committed to providing a performance review system for all academic and university staff employees. The method to document position expectations and results is accomplished through a performance appraisal process.
Pursuant to UW System Administrative Policy 1254, supervisors of instructional, non-instructional academic staff, limited, and university staff employees are expected to meet with their employees on an annual basis to discuss department/unit goals, employee career goals, and supervisory position expectations. Goals should be documented on the employee’s individual development plan or performance appraisal form. The final, completed appraisal, becomes part of the employee’s electronic file in Workday.
All faculty shall be evaluated annually according to the bylaws and/or rules of the respective department/college.
Additional Resources
