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Overview
Effective October 1, 2026, the MinnState System has transitioned the historically paper-based annual evaluation process to the new Performance Management Module within Workday.
At Minnesota State University, Mankato, Board Policy 4.9 requires that all employees receive an annual performance evaluation. This requirement is also included in every collective bargaining agreement and personnel plan.
For faculty, performance evaluations are referred to as Professional Development Plans & Professional Development Reviews (PDPs / PDRs) and are not included in the Performance Management Module.
Why Are Performance Evaluations Important?
- They provide employees with clear feedback about their performance.
- They give employees and supervisors an opportunity to set future goals.
- They ensure employees understand their job expectations and responsibilities.
- They help supervisors update job descriptions and document progress.
Process
The Performance Management cycle consists of three (3) steps that are intended to take place over the course of a fiscal year.*
- Step 1: Goal Setting – July 1st
- Employees and supervisors establish their annual performance targets.
- Step 2: Mid Year Review – December 1st
- Employees and supervisors review goal progression and discuss performance.
- Step 3: Annual Review Kickoff – April 2nd
- Employees complete the “Employee Self-Review” task. Once completed, supervisors will complete the “Manager Review” task to complete the process.
- This step also provides an opportunity to review and update the employee’s current position description.
For launch in Fiscal Year 2027, the Date for the Initial Implementation for Goal Setting will be October 1, 2026, and Mid-Year Check In will be January 1, 2027.
Resources
Have questions?
Please contact Human Resources at hr@mnsu.edu or 507-389-2015.