Performance Process

The following is a recommended timeline for the University’s calendar year performance management cycle. Schools and units may use this information to establish appropriate timelines for their areas.

Note: Health System and Advancement do not use a calendar year cycle.

While Lead@UVA is used to document performance at the University, the most important part of the process is the ongoing dialogue between employees and managers throughout the year.

Note: To prepare for a transition to the new Workday system later in 2018, some changes have been made to the performance templates in an effort to simplify the form and focus attention on performance goals for the coming year. The Development Plan and Competency sections have been removed. You may still use Competency information to inform writing of goals.

Performance Planning (December - January)

Step 1: Employee, with manager input, drafts performance plan
Step 2: Manager reviews and confirms performance plan

During performance planning, the employee and manager work to create performance goals, identify behavioral competencies, and establish a development plan.

The annual performance evaluation form will be available in the Lead@UVA system prior to the beginning of each performance cycle.

Interim Review (May - July)

Step 3: Employee completes interim self-evaluation
Step 4: Manager conducts interim evaluation

Managers are expected to conduct an interim evaluation at the mid-point of the performance cycle. The interim review is a great time to revisit goals, competencies, and the development plan.

Annual Performance Evaluation/Signatures (December - April 15)

Step 5: Employee completes annual self-evaluation
Step 6: Manager completes annual evaluation
Step 7: Reviewer approves and signs annual evaluation
Step 8: Manager approves, signs, and conducts annual evaluation
Step 9: Employee reviews and signs/acknowledges annual evaluation

During the annual performance evaluation, both employee and manager assign a rating and provide comments on each goal, competency, and development activity, as well as an overall rating and comments. During this phase of the performance cycle, the calibration process also occurs (see Performance Management Resource Guide).


If you have questions, email