Managing Performance

• Annual performance reviews are completed in Workday to support professional development and foster effective communication between managers and employees.
• While Workday streamlines the evaluation process, it does not replace direct, open communication; managers and employees are encouraged to connect outside of Workday.

• All regular employees (Staff, Admin, Coaches, and Executives) hired on or before June 1st receive a Workday inbox item for self-evaluation to remain eligible for the compensation review process.
• Temporary Employees: Reviews are not automatically launched for temporary staff, but managers can request HR to launch one if needed.

• Launch Date: HR launches self-evaluations to regular employees on May 1st via a Workday "My Tasks" inbox item.
• Completion Deadline: Evaluations should be completed in a timely manner to meet the final deadline of August 1st (or earlier internal deadlines set by division Vice Presidents).

• Log into Workday and open your My Tasks inbox (accessible on the home screen or via the upper right corner).
• Select the task titled Annual Performance Evaluation - [Your Name].
• Review the embedded help text and optional Quick Reference Guide (QRG), then click Start.

If you are not in a leadership role, supervisory position, or budget manager role, select Not Applicable (N/A) for each factor in this section and enter N/A in the required summary comment box.

Yes. Click Save for Later at any point to save your progress. You can return to finish your evaluation anytime via your Workday My Tasks inbox.

1. The evaluation routes to your manager, who enters their ratings and comments.
2. Once the manager submits, a to-do hold is placed on the task so you and your manager can hold a 1-on-1 meeting to discuss the review.
3. After the discussion, the manager completes the hold, and the task routes to the Next-Level Manager for review and approval.
4. Once approved, the review routes back to you for Employee Acknowledgement.

• Acknowledging confirms that you have reviewed and discussed the evaluation with your manager—it does not indicate agreement or disagreement with the ratings.
• You may add optional final comments before submitting your acknowledgement.

1. Employee Self-Evaluation: The employee completes and submits their self-evaluation.
2. Manager Evaluation: The manager receives the task in Workday, completes ratings/comments, and submits.
3. Manager-Employee Meeting (To-Do Pause): The manager holds an 1-on-1 meeting to discuss the review.
4. Next-Level Manager Approval: The review routes to the higher-level manager for review and sign-off.
5. Acknowledgements: Both employee and manager complete final electronic acknowledgements in Workday.

• Performance factors are rated using a 5-point rating scale.
• Clicking on any rating option within Workday displays its full description.
• Managers can view the employee’s self-rating directly below each factor while making their selection.

• Archived Goals: Goals marked as Fully Met or No Longer Applicable in the previous review are archived and will not populate.
• Active Goals: Goals marked Not Started, Not Met, or Partially Met carry over automatically into the previous year's goal section for status updates.

No. USD does not have a singular set of termination practices for its workforce (staff, faculty, and administrators). Performance and conduct issues for staff members are evaluated on a case-by-case basis in coordination with supervisors, department leadership, and Human Resources.

Yes. Employees may be placed on either paid or unpaid administrative leave while their cases are being investigated.

Supervisors generally communicate issues directly to the employee. If necessary, increasing levels of performance management may be applied, which can include:

• Verbal counseling
• Written warnings
• Performance Improvement Plans (PIPs)

Each instance will clearly identify the specific performance/conduct issues and outline ways to improve.

No. Employment for staff members at USD remains at-will. USD reserves the right to skip, repeat, or modify disciplinary procedures at its discretion. While USD typically progresses to increasingly severe measures for continuous or severe issues, progressive discipline is not strictly guaranteed.

Depending on the specific case, guidance is drawn from:

• Applicable policies
• Job descriptions
• Performance evaluations
• Verbal and written coaching, warnings, and performance improvement plans