1. Performance Management for ADP Workforce Now

2. Welcome to Performance Management for ADP Workforce Now
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3. Copyright and Trademarks
Copyright © 2015 ADP, LLC. All rights reserved.
These materials may not be reproduced in any format without the express written permission of ADP, Inc. 
The ADP logo, ADP , and IN THE BUSINESS OF YOUR SUCCESS are registered trademarks of ADP, Inc. All other trademarks and service marks are the property of their respective owners.

4. Introductions and Expectations
Your name
Your location
Your role

5. Be responsible for your own learning. Return promptly from breaks.
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Norms
Be responsible for your own learning.
Return promptly from breaks.
Participate. Ask any question that comes to mind.
Make mistakes. This is a safe environment.
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6. [PRODUCT NAME (IF NOT IN COURSE TITLE)][COURSE TITLE]
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Course Purpose
This course will prepare you to use ADP Workforce Now Performance Management.
You will learn how to perform various tasks to define and set up the Performance Management module so you can create performance reviews.
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7. Upon completion of this course, participants will be able to:
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Course Objectives
Upon completion of this course, participants will be able to:
Define Performance Management
Set Up Performance Management
Use Performance Management
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8. Module 1: Defining Performance Management
Course Agenda
Module 1: Defining Performance Management
Module 2: Setting Up Performance Management
Module 3: Using Performance Management
Module 4: Course Closing
Both shows

9. Module 1: Defining Performance Management
This course is copyrighted by ADP.

10. Module 1 Introduction Purpose
This module prepares you to define the ADP Workforce Now® Performance Management feature and the performance review process.
Both shows

11. Upon completion of this module, you will be able to:
Module 1 Objectives
Upon completion of this module, you will be able to:
Define performance management and the elements that make up a performance review in Workforce Now
Describe the performance review process at a high level
Identify what a completed performance review looks like in Workforce Now
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12. Performance Management Overview
You can use the ADP Workforce Now® Performance Management feature to complete the steps of the performance review process.
Clients can use the Performance Management feature to set up review policies and review form templates to help manage performance reviews.

13. Performance Management
Better manage your performance review process and data while significantly reducing the risks and disadvantages associated with a paper-based system
Set up and manage performance reviews and report on performance review data
Provide feedback to employees about their performance to develop them into increasingly productive contributors to the organization
Allow employees and managers to access, update, and submit performance review forms once you assign the appropriate rights
Performance Management is a feature of ADP Workforce Now that allows you to better manage your performance review process and data while significantly reducing the risks and disadvantages associated with a paper-based system. It enables you to set up and manage performance reviews and report on performance review data.
It is the process of providing feedback to employees about their performance to develop them into increasingly productive contributors to the organization.
If you wish, your employees and managers can access, update, and submit performance review forms. You need to assign the appropriate rights to enable managers and employees to participate in the performance review process.

14. Elements of A Performance Review
Supervisor Assessment
Employee self-assessment
Peer assessment
Goal setting
Development Goals
Managers and employees will need to be assigned the appropriate rights to participate in the performance review process.

15. The Performance Review Process
Overview
When setting up and using the Performance Management feature, you need to follow a series of stages in the performance review process.
The stages that you complete depend upon the components that you use.

16. Security Accesses to Performance Reviews
Both Managers and Employees require the appropriate security access to performance reviews. You can verify that an employee has the appropriate security access to performance reviews through the Workforce Now menu.
Starting Point: Setup > Security > Access Permissions > Menu Access:
Step
Action 1
To verify security access for a Manager, go to Manager > Standard Manager > My Team > Talent > Performance Review & Performance Goals. 2
To verify security access for an Employee, go to Employee > Standard Employee > Myself > Talent > Performance Review & Performance Goals.

17. Stages and Descriptions – Setting Up Performance Management
Create job competencies
Create job competencies based on your job analysis.
Assign competencies to jobs
Assign job competencies to the applicable jobs.
Create performance goals
Create goals based on required skills and job requirements.
Create rating scales
Create rating scales to quantify employee performance.
Create performance review questions
Create performance review questions to consider when evaluating employees. You can also create categories to better organize your questions.
Create performance review templates
Create performance review templates to determine whether you will include job competencies, performance review questions, and comments as part of the review.
Create performance review policies
Create policies that define how reviews are scheduled, the review templates used, who contributes to the review form, and the rating scale.

18. Stages and Descriptions – Using Performance Management
Schedule performance review
Schedule the review for filtered groups of employees or for an individual employee.
Start performance review
Start the review by releasing the review form to the contributors you select.
Complete performance review
Compile contributor feedback and select ratings to complete the performance review and then share it with the employee.

19. Completed Performance Review – Top Section
The following three graphics show an example of a completed performance review.

20. Completed Performance Review – Top Section
The following graphics show the two competencies, Collaboration and Teamwork.
After ratings are completed, a score for this section will be calculated.

21. Completed Performance Review – Middle Section
The following graphics show the rated and non rated questions.
After ratings are completed, a score for this section will be calculated

22. Completed Performance Review – Bottom Section
The following graphics show the goals assigned to the employee.
After ratings are completed, a score for this section will be calculated

23. Completed Performance Review – Bottom Section

24. Module 1: Debrief
How do you feel about the Performance Management feature?
What do you understand better about the performance review process?
How would you summarize what we just discussed?
How will you use this back at the job?

25. Module 1: Summary
In this module, you learned how to:
Define performance management and the elements that make up a performance review in Workforce Now
Describe the performance review process at a high level
Identify what a completed performance review looks like in Workforce Now

26. Module 2: Setting Up Performance Management

27. Module 2 Introduction Purpose
This module prepares you to set up the various elements of the performance review when using the Performance Management module in ADP Workforce Now.
Both shows

28. Upon completion of this module, you will be able to:
Module 2 Introduction
Objectives
Upon completion of this module, you will be able to:
Set up Job Competencies
Set up Goals
Set up Rating Scales
Set up Questions
Set up Performance Review Templates
Set up Performance Review Policies
Both shows

29. Setting Up Job Competencies
Overview Creating job competencies and assigning competencies to jobs are the first two stages of the performance review process in ADP Workforce Now Performance Management.

30. Job Competencies
Job competencies are clusters of related knowledge, skills, abilities, and other personal characteristics that are necessary to be successful in a particular job.
Each competency is correlated with job performance and can be measured.
A competency weighting is a percentage value that you assign to a job competency.
Job competencies are clusters of related knowledge, skills, abilities, and other personal characteristics that are necessary to be successful in a particular job. Each competency is correlated with job performance and can be measured. A competency weighting is a percentage value that you assign to a job competency.
For example, Adaptability, which Geneva Entertainment defines as "adapts to change and is open to new ideas and responsibilities," is a key job competency for Geneva Entertainment's sales staff.

31. Demonstration: Creating Job Competencies
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Demonstration: Creating Job Competencies
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32. Activity: Creating Job Competencies
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Activity: Creating Job Competencies
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33. Demonstration: Assigning Job Competencies
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Demonstration: Assigning Job Competencies
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34. Activity: Assigning Job Competencies
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Activity: Assigning Job Competencies
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35. Competency Weightings
Overview
A competency weighting is a percentage value that you assign to a job competency.
The weighting reflects the competency's contribution to job performance for a specific job.
The total of all competency weightings for a job must equal 100 percent.

36. Example
Geneva Entertainment's Public Relations Specialist position includes five core job competencies with the following weightings:
Job Competency
Weighting
Collaboration
20%
Communication
Customer Service
Interpersonal Skills
Teamwork
Total
100%

37. Setting Up Goals
Overview
Creating performance goals is the third step of the performance review process in ADP Workforce Now Performance Management.

38. Performance Goals Overview
A performance goal is a target level of performance expressed as a tangible, measurable objective, against which to compare actual achievement.
In ADP Workforce Now Performance Management, you can create goals and track employees' progress toward completing them.
When goals are created at the organizational level, they are automatically attached to Performance Reviews. Practitioners can also specify that an organizational performance goal is excluded from Performance Reviews.
Performance goals created at the team and personal levels are also automatically attached to Performance Reviews by default.
When managers are assigning performance goals, they have the option to create a new Performance Goal or select one of the pre-defined organizational goals.

39. Example
Geneva Entertainment recognizes the importance of actively and persuasively creating and sharing content through blogs and other social media, especially for Public Relations Specialists.
Each Public Relations Specialist is encouraged to enroll in a continuing education course related to social media for Public Relations.
In turn, Geneva Entertainment creates a performance goal for this objective, and assigns it to all Public Relations Specialists.

40. Types and Descriptions
Goal Type
Created By and Access Pathway
Assigned By
Organizational
Practitioners
Setup > Tools > Validation Tables > Performance Goals
Managers (to individual direct reports)
Employees (self-assign)
Team
Managers
My Team > Talent > Performance Goals
Managers (to all direct reports)
Personal
My Team > Talent > Performance Goals
Employees
Myself> Talent > Performance Goals
The table describes the three types of performance goals.
A new manager cannot access team goals that a former manager had created. The new manager must re-create all team goals.

41. Locked and Unlocked Organizational Goals Overview
Goals are either locked or unlocked.
Locked Goals are considered company-wide goals that are referred to as organizational goals.
You also have the option to unlock the goals.
A change that is made to an unlocked goal, only affects the employee record that is being updated and does not affect the other records that have the same goal.

42. Types and Descriptions
Locked goal
Only practitioners can unlock or modify
Modifications display to all assignees, affect all records assigned to that goal
Managers can only assign to individual direct reports as personal goals
Unlocked goal
Managers can modify and assign as team or personal goals
Employees can modify when self-assigning
Any modifications that practitioners make display only for employees who are later assigned the goal

43. Locked & Unlocked Organizational Goals
A new manager cannot access team goals that a former manager had created. The new manager must re-create all team goals.

44. Demonstration: Creating Performance Goals
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Demonstration: Creating Performance Goals
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45. Activity: Creating Performance Goals
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Activity: Creating Performance Goals
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46. Setting Up Rating Scales
Overview
Creating rating scales is the fourth stage of the performance review process in ADP Workforce Now Performance Management.

47. Rating Scales
Rating scales are standards by which to evaluate performance. You have the option to assign point values from low to high for each rating in a scale.
You have the option to assign point values from low to high for each rating in a scale.
You also have the option to assign rating thresholds to associate a range to the rating points on the scale.
Rating points are displayed as a bar graph on the review form. You can choose to display the bar graph with the associated rating threshold, or hide the rating threshold.

48. Demonstration: Creating a Rating Scale
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49. Activity: Creating a Rating Scale
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Activity: Creating a Rating Scale
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50. Setting Up Questions Overview
Creating performance review questions is the fifth stage of the performance review process in ADP Workforce Now Performance Management.
Each question must have an answer type. The following table describes each answer type:

51. Performance Review Questions
Performance review questions are questions about an employee's job performance that you want reviewers to answer.
Each question must have an answer type. The following table describes each answer type:

52. Adding a Question That Requires a Rating
Questions with ratings are associated with a rating scale that is set-up on the Add Rating Scale page.
Question bank of both rated and non-rated questions for a performance review can be set up.
Assign the questions from the master question bank to the performance review in the questions section of the Add Template page.
Each question must have an answer type. The following table describes each answer type:

53. Answer Types and Descriptions
Example
Coded menu
For information where one item is chosen from a list of options, such as multiple choice, with values for each option
Average daily production:
(High)
50-99 (Average)
0-49 (Low)
Combo menu
For information where one item is chosen from a list of options; multiple choice
50-99
0-49
Comment
For information that needs to be entered as a large block of text
Describe how the employee performed against this competency
Date field
For information that needs to be in date format
Date of infraction
Drop list
For information where one item is chosen from a list of options; a user can only select an item from the list
Customer service representative average calls in queue expressed in ranges (such as 0-5 or 6-10)

54. Answer Types and Descriptions (continued)
Money field
For information that needs to be entered in Canadian dollars
Sales for the review period
Multi-select menu
For information where one or multiple items are chosen from a list of options
Languages spoken
Number field
For information that needs to be entered in numerical format
Units sold during review period
Percent field
For information that needs to be entered in percentage format
Percent of quota achieved
Phone number
For information that needs to be entered in phone number format
Alternate phone number
Rating scale
For information that needs to be expressed in terms of the review scale assigned to the policy
Numbered rating system
Text field
For information that can be entered without any format; these fields can hold text, numbers, punctuation, or symbols
Next job title in career plan
Yes/no buttons
For information that requires a yes or no answer
Willing to relocate

55. Demonstration: Creating Performance Review Questions
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56. Activity: Creating Performance Review Questions
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57. Setting Up Templates Overview
Creating performance review templates is the sixth stage of the performance review process in ADP Workforce Now Performance Management.

58. Performance Review Templates
A performance review template determines what the performance review form will look like. The template may include instructions for the reviewers, questions to be answered, and whether comments are required.

59. Information and Sections
The performance review form template is to indicate the information and sections to be included on the performance review form, such as:
Specific instructions
Job Competencies
Questions
Goals
Overall comments

60. Customized Templates can be created for different types of reviews:
Employee Self - Assessment Template can be created that contains non-rated questions
and/or
Template can be created for manager reviews that contain questions that require a rating
The performance review form template is to indicate the information and sections to be included on the performance review form, such as:
Questions should be created before the Template is set up
If Competencies and Goals are to be included in a Performance Review, then these items should be set up before the performance review

61. Demonstration: Creating a Performance Review Template
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Demonstration: Creating a Performance Review Template
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62. Activity: Creating a Performance Review Template
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Activity: Creating a Performance Review Template
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63. Setting Up Performance Review Policies Overview
Creating performance review policies is the seventh stage of the performance review process in ADP Workforce Now Performance Management.

64. Performance Review Policies
The Performance Review Policy is to determine the standards at a company level by which an employee’s performance will be evaluated.
It determines how a review is conducted.
The policy may include scheduling details and due dates, the role of the review owner, the templates and rating scales to use, and the roles of the review contributors.

65. Example
Geneva Entertainment has a quarterly review policy for all staff. All employees are reviewed on the same date. Although the direct manager is responsible for the review, other managers contribute to it.

66. Default Review Policies and Descriptions
ADP Workforce Now provides default review policies. If you wish, you may modify these polices by assigning rating scales, contributors, and review templates.
Policy
Description
Annual Review – Common Review Date
Used to schedule performance reviews for all employees on the same date. In the Review Due Date field, enter the number of days (before or after) you want to allow the owner of the review to complete the review.
Annual Review – Hire Date
Used to schedule performance reviews on each employee's service anniversary date. In the Review Due Date field, enter the number of days (before or after) you want to allow the owner of the review to complete the review.
Manual
Manually Schedule the review date

67. Demonstration: Creating a Performance Review Policy
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Demonstration: Creating a Performance Review Policy
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68. Activity: Creating a Performance Review Policy
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Activity: Creating a Performance Review Policy
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69. Demonstration: Setting Up a Performance Review
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Demonstration: Setting Up a Performance Review
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70. Activity: Setting Up a Performance Review
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Activity: Setting Up a Performance Review
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71. Module 2: Debrief
How do you feel about setting up performance management?
What do you understand better about performance review templates and policies?
How would you summarize what we just discussed?
How will you use this back at the job?

72. Module 2: Summary
Upon completion of this module you will have an understanding of:
Setting Up Job Competencies
Setting Up Goals
Setting Up Rating Scales
Setting Up Questions
Setting Up Templates
Setting Up Performance Review Policies

73. Module 3: Using Performance Management

74. Module 3 Introduction
Purpose This module prepares practitioners, managers and employees to use the Performance Management feature during the performance review process, and provides instructions on generating performance review reports.
Both shows

75. Upon completion of this module, you will be able to:
Module 3 Introduction
Objectives
Upon completion of this module, you will be able to:
Assign Goals as a practitioner
Conduct Performance Reviews as a manager and as an employee
Generate Performance Review Reports as either a practitioner or a manager
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76. Overview of the Performance Review Process
Practitioners are responsible for setting up all of the elements of the Performance Review. The access permissions given to practitioners allow them to create all types of performance goals, including organizational goals, team goals and personal goals.
Managers can create both team and personal goals. Managers also start reviews on behalf of their employees. When providing feedback for a performance review, managers complete a review form as a manager. If managers have the appropriate access permissions, they can also generate performance review reports for their team.
Employees are responsible for completing the self-assessment review form, and may also be asked to provide feedback for their peers during the performance review cycle.
There are numerous elements that make up the Performance Review process. This section summarizes how the various roles within an organization contribute to the Performance Review process within ADP Workforce Now.
Practitioners are responsible for setting up all of the elements of the Performance Review. The access permissions given to practitioners allow them to create all types of performance goals, including organizational goals, team goals and personal goals. The practitioner role is the only role able to create all types of performance goals. Practitioners mass assign performance goals, and mass schedule performance reviews. They also run Performance Review reports for the organization
Managers can create both team and personal goals.
Managers also start reviews on behalf of their employees. When providing feedback for a performance review, managers complete a review form as a manager. If managers have the appropriate access permissions, they can also generate performance review reports for their team.
Employees are responsible for completing the self-assessment review form, and may also be asked to provide feedback for their peers during the performance review cycle.

77. Assigning Goals Overview
Practitioners set up all of the elements required to conduct performance reviews.
Once a performance review is set up, practitioners, direct managers, and employees can set goals in ADP Workforce Now® Performance Management.
The tables on the next three slides summarize the roles, and pathways to set up the various types of performance goals.
Geneva Entertainment requires all customer service representatives to complete three training sessions by December 15 and to update their progress in Performance Management.

78. Assigning Goals (continued)
For Practitioners:
Pathway
Organizational Goal
Team Goal
Personal Goal
Setup > Tools > Validation Tables > Performance Goals
Yes No
People > Talent > Performance Goals
Geneva Entertainment requires all customer service representatives to complete three training sessions by December 15 and to update their progress in Performance Management.

79. Assigning Goals (continued)
For Managers:
Pathway
Organizational Goal
Team Goal
Personal Goal
My Team > Talent > Performance Goals No
Yes
Geneva Entertainment requires all customer service representatives to complete three training sessions by December 15 and to update their progress in Performance Management.

80. Assigning Goals (continued)
For Employees:
Pathway
Organizational Goal
Team Goal
Personal Goal
Myself> Talent > Performance Goals No
Yes
Geneva Entertainment requires all customer service representatives to complete three training sessions by December 15 and to update their progress in Performance Management.

81. What Is Assigning Goals?
Overview
When you assign a goal, the employee is expected to work toward achieving it.
Once assigned, practitioners, direct managers, and employees can view the goal and update progress.
You can mass assign goals or assign them to groups or to individuals.
You can also exclude goals from performance reviews in progress if they are no longer being pursued
Geneva Entertainment requires all customer service representatives to complete three training sessions by December 15 and to update their progress in Performance Management.

82. Example
Geneva Entertainment requires all Public Relations Specialists to complete the Social Media for Public Relations training sessions by December 31 and to update their progress in Performance Management.

83. Demonstration: Mass Assigning a Performance Goal
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Demonstration: Mass Assigning a Performance Goal
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84. Activity: Mass Assigning a Performance Goal
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Activity: Mass Assigning a Performance Goal
Refer to your Handout Manual
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85. Conducting Performance Reviews Overview
After practitioners set up the performance reviews in ADP Workforce Now Performance Management, all of the roles that participate in the Performance Review process are ready to complete the final stages of the performance review process.
The performance review process includes:
Scheduling performance reviews
Starting performance reviews
Completing performance reviews.

86. Scheduling Performance Reviews
Scheduling a performance review is the process of selecting a review policy and the employees to include in the review. You can schedule reviews for everyone, for groups, or for individual employees.
Example
All employees of Geneva Entertainment must complete a scheduled annual review on March 15.

87. Mass Scheduling Performance Reviews
Mass Scheduling tool can be used to schedule a performance review for a selected group.
Specify a filter to filter the employee list, and then include or exclude employees from the mass-schedule list
Use the same procedure to remove a group of employees from a scheduled performance review.
Note: Only performance reviews with a status of Not Started can be removed from the schedule.

88. Demonstration: Mass Scheduling a Performance Review
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Demonstration: Mass Scheduling a Performance Review
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89. Activity: Mass Scheduling a Performance Review
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Activity: Mass Scheduling a Performance Review
Refer to your Handout Manual
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90. Modifies the review dates (if necessary)
Starting a Review
To begin the review process, after scheduling a review, the review owner must start the review. When starting a review, the review owner:
Modifies the review dates (if necessary)
Selects individual contributors
Selects goals
Inserts any necessary attachments
Releases the review forms to the contributors
Example
Geneva Entertainment's Customer Service department manager starts the review process for his direct reports by selecting peer and employee self assessments, inserting training goals, and releasing the review forms to contributors.

91. Example
Geneva Entertainment's Public Relations department manager starts the review process for his direct reports by selecting peer and employee self assessments, inserting training goals, and releasing the review forms to contributors.
Example
Geneva Entertainment's Customer Service department manager starts the review process for his direct reports by selecting peer and employee self assessments, inserting training goals, and releasing the review forms to contributors.

92. Demonstration: Starting a Review
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Demonstration: Starting a Review
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93. Activity: Starting a Review
[PRODUCT NAME (IF NOT IN COURSE TITLE)][COURSE TITLE] PART [#]: [PART NAME]
MODULE [#]: [MODULE NAME]
PART [#] > MODULE [#]: [MODULE NAME]
Activity: Starting a Review
Refer to your Handout Manual
© 20XX ADP, Inc VMMDDYY[Course Code][Part #][Product Code][Version #]

94. Completing a Review Form Overview
When contributors complete the review form, they enter comments, answer questions, and select ratings to evaluate the employee.

95. Completing a Review Form - Description
Contributors will receive a review form to complete through the Message Center.
Contributors can complete the review form in one session, or they can save it and return later to complete it.
Once completed, contributors submit the form back to the review owner and can no longer make changes.
Contributors can view and print the review form at any time.

96. Completing a Review Form - Description

97. [PRODUCT NAME (IF NOT IN COURSE TITLE)][COURSE TITLE]
[PRODUCT NAME (IF NOT IN COURSE TITLE)][COURSE TITLE] PART [#]: [PART NAME]
MODULE [#]: [MODULE NAME]
PART [#] > MODULE [#]: [MODULE NAME]
Example
Manager, Samuel Barbato, releases Peter Biggins' review form to Peter to complete a self-assessment and to Edward Bonner to complete a peer review.
Peter and Edward enter comments, answer questions, and select ratings for Peter's performance and then return the review forms to Samuel.
© 20XX ADP, Inc VMMDDYY[Course Code][Part #][Product Code][Version #]

98. Demonstration: Completing a Self-Assessment Review Form
[PRODUCT NAME (IF NOT IN COURSE TITLE)][COURSE TITLE] PART [#]: [PART NAME]
MODULE [#]: [MODULE NAME]
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Demonstration: Completing a Self-Assessment Review Form
© 20XX ADP, Inc VMMDDYY[Course Code][Part #][Product Code][Version #]

99. Activity: Completing a Self-Assessment Review Form
[PRODUCT NAME (IF NOT IN COURSE TITLE)][COURSE TITLE] PART [#]: [PART NAME]
MODULE [#]: [MODULE NAME]
PART [#] > MODULE [#]: [MODULE NAME]
Activity: Completing a Self-Assessment Review Form
Refer to your Handout Manual
© 20XX ADP, Inc VMMDDYY[Course Code][Part #][Product Code][Version #]

100. Demonstration: Completing a Review Form as a Manager
[PRODUCT NAME (IF NOT IN COURSE TITLE)][COURSE TITLE] PART [#]: [PART NAME]
MODULE [#]: [MODULE NAME]
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Demonstration: Completing a Review Form as a Manager
© 20XX ADP, Inc VMMDDYY[Course Code][Part #][Product Code][Version #]

101. Activity: Completing a Review Form as a Manager
[PRODUCT NAME (IF NOT IN COURSE TITLE)][COURSE TITLE] PART [#]: [PART NAME]
MODULE [#]: [MODULE NAME]
PART [#] > MODULE [#]: [MODULE NAME]
Activity: Completing a Review Form as a Manager
Refer to your Handout Manual
© 20XX ADP, Inc VMMDDYY[Course Code][Part #][Product Code][Version #]

102. Releasing a Performance Review
[PRODUCT NAME (IF NOT IN COURSE TITLE)][COURSE TITLE] PART [#]: [PART NAME]
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Releasing a Performance Review
Overview Once a performance review form is completed, it must be released to the employee to review and acknowledge.
© 20XX ADP, Inc VMMDDYY[Course Code][Part #][Product Code][Version #]

103. Releasing a Performance Review
[PRODUCT NAME (IF NOT IN COURSE TITLE)][COURSE TITLE] PART [#]: [PART NAME]
MODULE [#]: [MODULE NAME]
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Releasing a Performance Review
Description
Releasing a performance review allows the employee to read and acknowledge the information contained in the review.
When you create a review policy, you have the option to allow the review owner to release the review manually or automatically upon final approval.
You can require the employee to sign off on a review after it has been approved.
Practitioners, managers, and employees can print completed reviews from the Historical Reviews tab on the Performance Reviews page.
© 20XX ADP, Inc VMMDDYY[Course Code][Part #][Product Code][Version #]

104. Standard Performance Review Reports
Overview Standard performance review reports are preformatted reports that display performance review data based on the criteria that you select.
You need to follow up with managers who are late in completing their reviews, so you generate a report listing all scheduled reviews that have not yet been completed.

105. Reports and Descriptions
Performance Review Assignments
Produces a list of reviews scheduled for one or more employees or employees who are not scheduled for a review
Performance Reviews – Working Copy
Produces detailed information about incomplete reviews scheduled for one or more employees
Performance Reviews – Final Copy
Produces detailed information about finalized reviews

106. Module 3: Debrief
What are your thoughts on the performance review process?
What do you understand better about scheduling and performing reviews?
How would you summarize what we just discussed?
How will you use this back at the job?

107. Module 3: Summary
Upon completion of this module, you will have an understanding of:
Assign Goals as a practitioner
Conduct Performance Reviews as a manager and as an employee
Generate Performance Review Reports as either a practitioner or a manager

108. Module 4: Course Closing

109. Support After Class – Additional Online Resources
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Support After Class – Additional Online Resources
ADP has multiple locations to access online resources:
The ADP Client Service Centre:
This is an online repository where clients can locate various types of information.
The Bridge:
This is an ADP sponsored online community for ADP clients to share knowledge, skills and have questions answered by client/ADP within the community.
Workforce Now Support Centre:
This is an online tool built directly into Workforce Now. The tool is designed to provide users with:
Step-by-Step procedures
Online documentation regarding a variety of subjects
Learning Bytes on a variety of subjects
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110. ADP Client Service Centre
The ADP Client Service Centre is an online resource available to all ADP clients. Users can access a multitude of resources using this tool:
The Year End service centre, including reference materials and forms
Welcome Packages, training manuals, Learning Bytes and online registration
Health Tracking Program for clients who have purchased ADP Benefits
Online support and service options.

111. Activity: Client Service Centre
Refer to your handout manual

112. Accessing and Navigating in the Client Service Centre
Users have access to this tool 24/7. This tool provides a variety of online tools:
Step by Step instructional information.
Learning Bytes (short 2-3 min instructional videos) on a variety of topics.
Documentation providing the user with specific details about the topic searched.

113. Activity: Workforce Now Support Centre
Refer to your handout manual

114. The Bridge
The Bridge is sponsored by ADP, and is an exclusive online community for ADP clients. This community connects HR and payroll practitioners from across Canada and provides an environment where users can ask questions, find answers, and network with peers. The community is free, always available, and is an excellent resource for support on a variety of subjects.

115. Benefits to Registering for The Bridge
Allows payroll practitioners and HR professionals like you to connect, engage and share information in an easy-to-use, fully accessible online forum.
Acts as an additional resource for support, frequently asked questions and information for ADP clients of all sizes using all products.
Always on, for 24/7/365 access anywhere in Canada.
Easy to use.

116. Course Closing You are now able to: Define Performance Management
Set Up Performance Management
Use Performance Management

117. Survey
How satisfied are you that the training you completed prepared you to begin using your ADP solution?
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