Penn Performance Appraisal Program

The University of Pennsylvania is committed to staff development and believes that the performance appraisal and planning process is an integral part of that development. This process is designed to improve job understanding, promote more effective job performance, and establish future goals for career growth.

The goal of the performance appraisal process is to provide staff members with feedback on their performance and accomplishments for the year. This program should also assist staff members in understanding their job responsibilities and supervisors' performance expectations. Performance goals for the upcoming year and specific plans to help staff members meet those goals should also be established through this process. 

The third component of the appraisal process is to give the staff member feedback on professional development goals (including competencies established, if applicable) and set professional development goals for the upcoming year.

Workday for Performance Management

Workday performance management tools are now available for staff and supervisors to share feedback and goals.

  • Complete the review process for those who started before July 1, 2022 or the annual performance review process of your direct reports for FY22 in the former system of record, the Online Appraisal System
  • If you have staff who will begin on or after July 1, fulfill the Workday tasks as you receive them from Workday. 

Tip Sheets with Step-by-Step Instructions

The Performance Review Cycle

The performance review cycle requirements include two performance reviews per year, one in the fall and one in the spring. The spring review will require a performance rating. The performance review with the rating is conducted and completed shortly before the annual merit process launches.

Workday Check-ins

Workday check-ins are an optional but highly recommended feature. They provide managers with a tool to engage their staff direct reports in continuous, informal coaching and career conversations on topics they choose. Check-ins can supplement and support formal staff mid-year and end-of-year reviews.

Information on how-to enter a Workday Check-in is in the Workday tip sheet, Goals and Performance Management.

Recommended best practices for using check-ins: 

  • Schedule a minimum of two check-ins per year, from July to September and from January to March. These are the times between mid-year review period in the fall, and the year-end review period in the spring.
  • Identify your check-in topics. Topics can include work in progress, recent accomplishments, challenges, or opportunities. Managers can use their discretion.

Workday Goals

Goal setting is an important part of your work performance. Now you can enter your goals into the Workday Performance Management system to help you track and share your accomplishments.  By entering goals into Workday, staff members can prepare for the mid-year and year-end performance reviews. 

Staff or managers can create a new goal or edit existing goals in Workday at any point in the performance review cycle. When you create or edit your individual goals, your manager will receive a Workday notification to review and approve them. You can also enter goals in Workday outside of the performance review process to track objectives and primary responsibilities throughout the year. 

For guidance on writing goals, visit the Effective Performance Management webpage. For step-by-step instructions on how to enter, edit, restore, and archive goals, review the Goals and Performance Management tip sheet

Keep these details in mind when goal setting with Workday:

  • Goals in effect from May 1 to October 31, 2022, will be discussed during the required mid-year review process, which launches November 1. Mid-year reviews must be completed by December 15.
  • Goals in effect from May 1, 2022, to April 30, 2023, will be discussed during the required year-end process, which launches April 17 and concludes on May 15, 2023.