Skip to main content
Employee homeWPI News home
Story
14 of 25

Staff Performance Review Process Has Launched

Dear Staff Colleagues,  We have officially launched the 2025 Staff Performance Review Process, covering the period from June 1, 2024 through May 31, 2025. You will soon receive a task in your Workday inbox prompting you to begin by completing your self-evaluation. This process is your opportunity to reflect on the past year – highlighting accomplishments, identifying growth areas, and sharing your development goals with your manager. As shared previously (see attached), we’ve made several enhancements to the process as part of our broader efforts to strengthen performance management. Please note that participation is expected from all staff and managers, and only those employees who complete their evaluation will be eligible for the next year’s merit pool. Review Process Steps & Key Deadlines  Step 1 – Self-Evaluation  Complete your self-evaluation in Workday by July 9, 2025. Use this step to highlight your achievements and share feedback with your manager.  Step 2 – Manager Review & Meeting  Managers will complete the employee evaluation and meet with each direct report to discuss performance, provide feedback, and set goals.  Step 3 – Finalize Manager Review  Following the meeting, managers will finalize and approve the review in Workday by August 8, 2025 Step 4 – Employee Acknowledgement  Once the review is finalized, you will receive it in Workday for acknowledgment and will have the option to add comments. Please complete this step by August 15, 2025 We understand that summer is a popular time for vacation. The review timeline has been designed to allow for flexibility, but if you anticipate needing more time, please contact James De Leon or your Talent Strategy Partner Upcoming Workshops  To support this year’s review process, Talent & Inclusion will offer several workshops:   For Individual Contributors  Thursday, June 12, 10–11 a.m.; Higgins House Library Wednesday, June 25, 11–12 p.m. – via Zoom  Join Here  For Managers  Wednesday, June 18, 11–12 p.m. Chair’s Conference Room, Campus Center Tue, July 8, 10–11a.m. (Zoom) – via Zoom Join Here  Additionally, to support fairness and consistency in performance reviews, we’ll partner with division and department heads to hold sessions focused on ensuring performance is evaluated consistently across teams. These discussions will help managers apply shared standards and expectations when assessing employees. For detailed instructions on completing each step in Workday, visit our Employee Review Process page. To explore tools and resources, including templates and LinkedIn Learning content mapped to our competencies, please visit our Performance Management page.  If you have questions, reach out to James De Leon or your Talent Strategy Partner Thank you for your time, reflection, and commitment to continuous growth.  Talent & Inclusion

Dear Staff Colleagues, 

We have officially launched the 2025 Staff Performance Review Process, covering the period from June 1, 2024 through May 31, 2025. You will soon receive a task in your Workday inbox prompting you to begin by completing your self-evaluation.

This process is your opportunity to reflect on the past year – highlighting accomplishments, identifying growth areas, and sharing your development goals with your manager.

As shared previously (see attached), we’ve made several enhancements to the process as part of our broader efforts to strengthen performance management. Please note that participation is expected from all staff and managers, and only those employees who complete their evaluation will be eligible for the next year’s merit pool.

Review Process Steps & Key Deadlines 

Step 1 – Self-Evaluation 

  • Complete your self-evaluation in Workday by July 9, 2025. Use this step to highlight your achievements and share feedback with your manager. 

Step 2 – Manager Review & Meeting 

  • Managers will complete the employee evaluation and meet with each direct report to discuss performance, provide feedback, and set goals. 

Step 3 – Finalize Manager Review 

  • Following the meeting, managers will finalize and approve the review in Workday by August 8, 2025

Step 4 – Employee Acknowledgement 

  • Once the review is finalized, you will receive it in Workday for acknowledgment and will have the option to add comments. Please complete this step by August 15, 2025

We understand that summer is a popular time for vacation. The review timeline has been designed to allow for flexibility, but if you anticipate needing more time, please contact James De Leon or your Talent Strategy Partner

Upcoming Workshops 

To support this year’s review process, Talent & Inclusion will offer several workshops: 

 For Individual Contributors 

  • Thursday, June 12, 10–11 a.m.; Higgins House Library
  • Wednesday, June 25, 11–12 p.m. – via Zoom  Join Here 

For Managers 

  • Wednesday, June 18, 11–12 p.m. Chair’s Conference Room, Campus Center
  • Tue, July 8, 10–11a.m. (Zoom) – via Zoom Join Here 

Additionally, to support fairness and consistency in performance reviews, we’ll partner with division and department heads to hold sessions focused on ensuring performance is evaluated consistently across teams. These discussions will help managers apply shared standards and expectations when assessing employees.

For detailed instructions on completing each step in Workday, visit our Employee Review Process page. To explore tools and resources, including templates and LinkedIn Learning content mapped to our competencies, please visit our Performance Management page. 

If you have questions, reach out to James De Leon or your Talent Strategy Partner

Thank you for your time, reflection, and commitment to continuous growth. 

Talent & Inclusion

Latest Announcements - All