Please review these important Webinar Etiquette guidelines Welcome to the Performance Management FY17 Year-End Review In Workday Call This webinar will begin shortly Please review these important Webinar Etiquette guidelines Choose a quiet location To avoid echoes and ensure everyone can hear, activate the mute function on your handset, or use *6 Do not place your phone on hold To ask a question, use the “Raise Hand” webinar function on the top left of the screen You may be called on to speak – remember to deactivate the mute function (*6) on your phone to be heard For technical issues, please refer to your meeting request with correct access information & correct Country dial-in information. Contact local IT for further support if needed. Talking Points It is important to remind everyone about the Webinar etiquette Run through the a couple of guidelines, how to mute, not placing phone on hold How to raise hand if there is a question

Talent & Performance Management In Workday FY17 Year-End Review Talking Points Welcome everyone Verify everyone is able to log into the web portion (if completing virtually) Ask them to place their phones on mute to eliminate background noise (if completing virtually) Remind them to download the Quick Reference Guides and have them available to reference during the session Provide them with a copy of the PowerPoint so they can take notes, if needed Employee & Manager Version January 2017

Agenda Performance Management Audience The Timeline What’s New For FY17 Reviews FY17 Year-End Performance Review Process Overall Process Employee Self Evaluation Manager Review Manager Sign Off Talking Points Review the agenda Performance Management Audience Reminder on who will be completing year-end reviews in Workday as well as setting development plans The Timeline We will review the timeline for completing reviews What’s New For FY17 Reviews If you previously used Workday for reviews, we will review what is different for the year end review this year FY17 Year-End Performance Review Process Overall Process Overview of the process between an employee and manager Employee Self Evaluation Employees will start the process with a goal review Employees will update the development plan Manager Evaluation Managers will complete the goal review of each employee Manager can review the development plan which is inside of the review template Sign-off Process Managers will sign-off on the review

Audience (Performance Management Process – Workday) FY17 Year-End Review Employees who are currently leveraging Workday for Performance Management : (Only for Countries who requested) Management & Senior Management Human Resources individuals Senior Non-Management individuals Other discretionary employees, as instructed by Local HR department Talking Points Highlights of who the audience is for the FY17 YE Review

What’s New for FY17 Year-End Reviews UTi Values section has been removed and Employee Goals now make up 100% of the Performance Review weighting. Talking Points We have simplified the current review process. The purpose of the change is to help both team members and managers maximize their time together in an engaging, meaningful performance review discussion

FY17 Year-End Review The Timeline Talking Points Important to emphasize the timelines Encourage participants to complete the process as soon as possible. Most people tend to leave it until later

The Process – Year-End Review Sign - Off (Manager) Self Review (Employee) Manager Review (Manager) Employee & Manager discussion Talking Points Three step process We still maintain the simplified process Employee step is in red Manager steps are in blue First step in the process starts with the employee Employee will receive an email from the Workday (after some other communications) advising them it is time to complete the review The employee will complete their self review and complete a development plan After they complete the review, it will go to the Manager The second step is the Manager completes the review of the goals and development plan that the employee submitted Before the manager submits the review the employee and manager should have a discussion with the employee regarding the review After the discussion the manager signs off Once the manager signs-off on the review, the Year End Review is considered complete in Workday

The Technology Talking Points Now that we have looked at the process, let’s take a look at how it works inside of Workday As we go through Workday, I will provide you with some background information and show you screen shots of the process in Workday

Employees Talking Points Now that we have looked at the process, let’s take a look at how it works inside of Workday We will look at how the process starts – with the employee

Employee - Self Review Notification Employees will receive an email from Workday advising them it’s time to complete their self review. Click on the Inbox worklet. Talking Points Employees will receive an email from Workday when the review is assigned The task will appear in the Inbox To begin the process the employee accesses the Inbox, locates the task and then Launches it

Employee - Review Process Tips: Guided Editor is good for new users Summary Editor is good for experienced users Talking points There are two different navigation options Point new employees to the Guided Editor option The Guided Editor option will have all the help text displayed and will have a chevron view The Summary Editor is a one page version of the review process. The help text is more hidden in this option You can start and stop the review at any time and your work will be saved

Employee - Goals Review Tips: FY17 Goals will be automatically pulled into the FY17 Year End template if the goal due date is between 1 February 2016 and 31 January 2017 (and entered via the goal template Click on Add to add goals To add a rating and edit any comments, click the button next to the goal. Enter a weight for each goal. The total weight of all goals must equal 100. Talking Points Can navigate to each section by clicking the Chevron or by clicking the Next button at the bottom Goals Goals that have a due date between 1 February 2016 and 31 January 2017 are automatically pulled in The Employee provides a rating for each of their goals The employee enters comments in the Comments section under each goal

Employee - Development Needs Tips: Employees should have no more than three development items Development plans should focus on the next 6 months 1) Click on Add to add development needs/activities Talking Points Employees start the development plan process Development items entered at the mid-year will be displayed on the year end review Development plans are not rated Development plans can be updated and created outside the review process Progress can be updated by managers and employees Employees and managers can add, edit, update or change an employee’s development item Development plan progress is displayed as either In Progress, Complete or Not Applicable Development notes can be added under each item (via the status note) and/ or via the overall comment box on the bottom Employees should have no more than three development items. However, form a Workday functionality, they can add as many development items as they need 2) To update a Development Item, click the pencil icon and update the status. You may also add any comments in the Comments box in the Employee Evaluation section.

Employee - Supporting Documents Click on Add to add supporting document. Tips: Documents can be any size, format, type No limit on the number of documents Documents should support the information inside of the review Talking Points Documents can be any size, format, type, size Documents can be added by employees or managers Documents can be downloaded by managers or employees There is no limit to the number of supporting documents Documents that are added should support the information inside of the goal and competency review Example – Some leaders may attach a copy of their 360 assessments If there are no additional documents, this section can be left blank

Employee - Summary Review entire self evaluation and Click the Submit button when you are ready Talking Points The employee can click the edit button to adjust any of the information that was previously entered From this screen if you click the Guide Me button next to the Section heading, you will be able to see the Help Text When the employee is ready, the employee will click the Submit button to send the review to the manager

Employee - Final Step Talking Points After you submit the review, it will sent to your Manager to start the Manager review Click the button to complete the process

Manager Talking Points 1. Now that we have looked at the employee process, let’s take a look at the Manager’s process in Workday

Manager - Review Notification Manager will receive an email from Workday advising them that the employee self review was submitted Click on the Inbox worklet. Talking Points The manager will receive an email from Workday after the employee completed the self review The task will appear on the home page

Manager - Review Process Tips: Guided Editor is good for new users Summary Editor is good for experienced users Talking Points After clicking open, the Manager will see the same set of instructions and screen as the employee Just like the employee, for the initial implementation, ask individuals to choose the Guided Editor to ensure all help text is seen There are two different navigation options Point new employees to the Guided Editor option The Guided Editor option will have all the help text displayed and will have a chevron view The Summary Editor is a one page version of the review process. The help text is more hidden in this option You can start and stop the review at any time and your work will be saved

Manager Goals - Review Talking Points After clicking open, the Manager will see the same set of instructions and screen as the employee Managers can click the edit button to edit or change any of the information Managers will enter comments and a rating under each goal Managers can see the employee comments but cannot edit them Managers do have the ability to add, edit or cancel any of the employees goals Goals will display automatically for manager to review and put comments

Manager – Development Needs Tips: Employees should have no more than three development items Development plans should focus on the next 6 months 1) Click on Add to add or cancel any development item Add manager comments here View Employee comments here Talking Points Managers can add overall comments under the Manager Evaluation section (comments are not required) Just like goals, Managers can add, change or cancel Development items in an employee’s review

Manager – Supporting Documents Review Click on Add to add and review supporting document. Tips: Documents can be any size, format, type No limit on the number of documents Documents should support the information inside of the review Attach documents by clicking on Attach Talking Points Documents can be any size, format, type, size Documents can be added by employees or managers Documents can be downloaded by managers or employees There is no limit to the number of supporting documents Documents that are added should support the information inside of the goal and competency review Example – Some leaders may attach a copy of their 360 assessments If there are no additional documents, this section can be left blank

Manager - Summary Manager add overall comments here Click the Submit button when done

Manager - Close Process

Manager - Final Step After the employee and manager have a discussion, the manager can sign-off on the review Click on the Inbox worklet. Talking Points Complete the sign-off step after discussion with the employee The review is not complete until the sign-off step is completed

Manager - Final Step Click the Edit button Click the prompt next to Status Click Acknowledge Enter any comment s in the Comments box Click the Submit button Talking Points In this step you are acknowledging that you had a discussion with employee Once you submit the task, the process is complete

Recommended Completion Timelines Jan 9 through Jan 31– Employee Self-Assessments Feb 1 through Feb 28 - Manager Assessments Feb 1 through Feb 28– Manager and Employee discussions and final submittal of reviews in workday

Questions & Support HR Helpdesk: https://uti.zendesk.com/hc/en-us OR Email: workday@go2uti.com Talking Points I am now going to open up the session for questions Employees are encouraged to submit a ticket with the HR Helpdesk for assistance in the PM process.