New Performance Management Features - FAQs

Q: What changes can I expect for this performance review cycle? 

A: The 2026-27 performance review cycle is kicking off with new features for staff participants. These features, such as My Work and Milestones are designed to support meaningful and balanced evaluations for employees and managers. These upgrades to the staff/executive/administrator review process are based on feedback HR received from surveys administered last fall to employees and managers, seeking their input on the annual performance management process. New features such as Feedback and the My Work section were directly informed by those conversations.  

Q: Why are these changes happening now? 

A: The performance review process is always evolving to meet the needs and expectations of staff and managers. When the results of the 2025 Staff Job Satisfaction and Engagement Survey revealed room for improvement in how staff employees view the performance review process, Human Resources sent out surveys to better understand what could be improved. Staff focus groups were held to analyze and share the results of the HR survey, which directly informed the technical enhancements. 

Q: What is the purpose of the My Work section? 

A: My Work is a new portion of the template this year. It was added to create space for employees to consider their primary work activities separate from goals.  

During the Set Content (goal setting) portion of the performance year, employees are only asked to review the section and consider what aspects of the primary work may be a key focus area in the current year. In some cases, a key focus area may turn into a goal.  

During the end of year evaluation, employees will be able to rate and comment on primary work activities separate from goals. This space can be used to highlight accomplishments that would not otherwise be visible in the goals section. 

Q: How does the My Work section differ from Goals? 

A: The biggest difference is that goals have a start and end date, while primary work activities are ongoing and expected elements of an employee’s role. The goals section of the template might be used to scope out an enhancement or update to a primary work activity. For example, an individual responsible for leading a training program that occurs annually would consider that part of their primary work duties. However, if they intend to update the way they handle program registration or plan to introduce a new training evaluation tool, they may decide to set goals for this work. A goal allows them to define and track what they want to accomplish. When the new evaluation and/or registration process are in place, the goal is complete and these new features become part of their primary work activities. 

More examples can be found by accessing the “Using My Work and Goals Sections in Workday” job aid.  

Q: Are there ways for me to share my progress on goals with my manager throughout the year? 

A: Yes, Milestones, Check-ins, and Comments are all functionalities that allow staff employees to record key deliverables and due dates and document their progress throughout the performance year. 

Q: Do I have to include milestones on my goals? 

A: No, milestones are optional.  

Q: What’s the difference between the Description (metrics of success) and Milestone areas of the goal section? 

A: The description section of the template is used to state the expected outcomes of the goal – what you expect to accomplish. Milestones allow you to be specific about activities that must happen to meet your outcomes. To see examples, access the “Using My Work and Goals Sections” job aid.   

Q: How many goals should I have? 

A: This depends on your role and priorities for the coming year. When determining goals, consider these three questions:  

1. Is it a goal or a primary work activity? Don’t set goals to capture work you do as part of your current role, use the My Work section to reflect on that activity.
2. Does the goal activity have a start and end date? You should be able to describe the outcome – how you’ll measure success – for each goal.
3. Can you meet your objectives in the time stated? Goals require us to stretch and take on new work, but they need to be SMART. Access the SMART Goals job aid to learn more about setting SMART goals.   

Q: How can I use feedback to support my performance year activities? 

A: Feedback is a new feature available in Workday. As part of the performance year, managers and non-managers can use the feedback on self templates to gather input from colleagues. Feedback can be valuable when setting goals at the start of the year, checking on goal progress through the year, and as input to end-of-year self and manager evaluations. In addition to the get feedback on self template, managers can use the get feedback on worker template to request feedback on direct reports from peers and colleagues. Access the Why Feedback Matters job aid to learn more about feedback and how to use it in Workday.