Performance Reviews for UA Employees

Conducting Performance Reviews

Performance reviews must be conducted annually by March 31 based on the prior calendar year (January through December).  Most reviews are completed directly in Workday, but in certain cases an alternative template can be provided by an HR Partner. Performance reviews typically contain the following sections:

An employees job responsibilities are pulled in from position restrictions in Workday. Supervisors are tasked with updating these restrictions prior to the review cycle. These responsibilities are evaluated using a 5-point rating scale alongside open-ended comments by the supervisor. 
This section allows for supervisors to evaluate employees performance through open-ended feedback. Examples of this include reviewing job requirements, highlighting major contributions or accomplishments, identifying obstacles to effective job performance, and objectives and future plans

Supervisors will also evaluate employees on the four competencies outlined by the U of A System Office. 

Respect for Others and Awareness of their Rights

    • The system promotes an atmosphere of excellence that honors the heritage and diversity of our state and nation.
    • Employees will deal with students, staff, faculty and members of the public with honesty and professionalism, will treat all individuals with dignity and respect, and will deal fairly, equitably and in good faith with all persons.

Stewardship 

    • The system provides students, researchers and professionals with tools to promote responsible stewardship of human, natural and financial resources in Arkansas and around the globe.
    • We are committed stewards of the human, fiscal, and physical resources entrusted to us. We are accountable to one another for the quality of our community, the strength of our finances, and the utility and beauty of our campus as a place of intellectual engagement and personal growth. We pursue innovations which respect the environment and foster sustainability in the management of our resources.

Continuous Learning & Development

    • The system provides workforce-relevant knowledge to enhance economic development efforts that improve the overall quality of life and societal well-being.
    • Actively identify new areas for learning; regularly creating and taking advantage of learning opportunities; using newly gained knowledge and skill on the job and learning through their application.

Integrity

    • The University of Arkansas System recognizes that its reputation is one of its most valuable assets and is committed to maintaining the trust and confidence of both the University community and the citizens of the State of Arkansas.
    • Conduct ourselves in a manner that strengthens the public’s trust and confidence by adhering the following principles:
      • Conduct that is beyond reproach and integrity of the highest caliber;
      • Honesty and fairness; and
      • Accountability, transparency and commitment to compliance.

Resources to Support Performance Reviews

The Office of Human Resources Talent Development Team developed resources for employees and supervisors to reference if questions arise preparing for, during or after the review (Single Sign-On Required):

Performance Review Rating Scale

Rating

Begin Range

End Range
Unsatisfactory -- Performance generally fails to meet job expectations or requires frequent, close supervision of employee.  0 1.49
Needs Improvement -- Performance meets some job expectations, but does not fully meet remainder. 1.5 2.49
 Satisfactory -- Performance meets all essential job expectations.  Occasionally exceeds management expectations.  Employee demonstrates good knowledge of job duties, and assignments are accomplished effectively with normal supervisory guidance.  2.5 3.49
 Above Average -- On a regular basis, performance is characterized by high quality work that exceeds most position requirements, key objectives, and management expectations.  Employee demonstrates outstanding skills and abilities, and assignments are accomplished in a highly effective manner with limited guidance and direction.  3.5 4.49
 Exceeds Standards -- Performance consistently exceeds position requirements, goals, and management expectations.  Resourcefulness and depth of program and technical knowledge are of the highest quality.  Assignments are accomplished in an exceptional manner with minimal direction and are characterized by outstanding achievement.  4.5 5

Faculty, Executive Positions, Senior Administration, Head Coaches and Assistant Coaches and Graduate Assistants

Performance reviews for faculty, coaches, and graduate Assistant positions will be conducted outside of Workday and then uploaded into the system. 

Executive Positions and Senior Administration include the following positions: departmental chairperson, department head, associate dean, dean, associate vice provost, vice provost, provost, assistant vice chancellor, associate vice chancellor, vice chancellor, and chancellor. Performance reviews for these positions will be completed outside of Workday and scores will be uploaded into Workday.

Additional training for managers and employees is available in Workday Learning. If you have any questions about performance management, please contact your HR Partner.