1. Performance Management Workday Module
September, 2017

2. Agenda Navigational Overview Goals & Competencies Feedback
Review Process
Recommended Timeline
Appendices

3. Navigational Overview
Performance Worklet on Home Page
View, add, edit, and delete goals
Request feedback on self
View feedback received
View completed performance reviews

4. Goals & Competencies
Functional leader to provide team goals to Workday Solutions Team
To ensure employee goals are aligned with team goals; employee:
Authors 3-5 Goals and includes a brief Description
Selects appropriate team goal from Supports drop down menu
Has option to add Milestones to goals, which may strengthen project management and provide greater transparency as to progress
Fictitious example provided in the below table
Goal
Architect and implement Workday Recruitment
Description
Manage project and engage stakeholders to ensure design meets talent acquisition needs of UChicago
Supports
Introduce new Workday modules at UChicago
Milestones
Define requirements, Q1
Complete design, Q2
Test and update, Q3
Launch to campus, Q4

5. Goals & Competencies
Employee selects 3-5 Competencies from University Competency Model
Due to system limitations, competencies are captured as goals
Fictitious example provided in the below table; important for employees to translate University Competencies to his or her specific role
People Managers can view, add, edit, and delete goals for their direct reports
Additionally, People Managers can view goals for all employees in his or her supervisory hierarchy (i.e., direct reports of direct reports)
Goal
Effectively Manage Performance
Description
Act with purpose to enhance competence, confidence and capability
Takes consistent action to develop new skills
Learn new Workday Recruitment business processes
Finds ways to apply strengths to new issues
Leverage Workday reporting business process expertise to identify metrics and reporting options for recruitment
Seeks assignments that stretch beyond comfort zone
Volunteer to participate in Annual Recruitment Practices Audit

6. Goals & Competencies: Navigational Details
Enter goal or competency, along with a description and expected outcome
Tie individual goal to organizational goal
Record milestones to track progress towards goal or competency

7. Feedback
Employees have the ability to request feedback for self and provide feedback to other employees
People Managers have the ability to request feedback for one of their direct reports
There is an option to make the feedback confidential from the employee’s view
Feedback can be requested from or sent to any active employee within Workday

8. Feedback: Navigational Details
Kris Roach
Jim Hamaguchi
Hi, Jim- Can you please provide feedback on the business process redesign project?

9. Review Process The review process will consist of the following steps:
Employee Review
Manager Review
Manager To Do: Meet with Employee (to Discuss Performance)
Employee Acknowledgment
The review process will consist of the following steps:
Employee reviews include the following:
Goal Review
Reflection Questions
Feedback
Supporting Documents
In addition, People Manager reviews include:
Job Profile Summary
Overall Rating

10. Recommended Timeline
Employee complete goal setting in Workday (October 13)
Manager approves (October 27)
Phase 1: Goal Setting
October*
Employee complete mid-year self assessment (December 15)
Manager evaluates performance to date (January 12)
Mid-Year Calibration
December-January
Employee completes year end self assessment (May 12)
Manager evaluates year end performance; determine performance rating (May 26)
Year-End Review
May-June
Performance rating captured in prior phase
Annual Compensation Process (staff merit)
June
*Note: Recognize FY17-18 functional and team goals were established earlier, and employees are working towards goal achievement (outside Workday). During October, can begin to automate in Workday.

11. Appendices Navigational Overview: People Manager
University Competency Model

12. Navigational Overview: People Manager
Team Performance Worklet on Home Page
View, add, edit, and delete goals
Request feedback on self
View feedback received
View completed performance reviews

13. University Competency Model
The University of Chicago competencies are focused upon:
Value Creation (Strategic Leadership)
Execution Excellence (Operations)
Talent Investment (People)