Year-End Performance Review (Manager Role)

Transcription

1 The following guide will walk you through the Year-End Performance Review process in Workday and your role as a Manager. Every salaried employee must have a Year-End Performance Review completed in Workday, by the due date communicated, in order to be considered for a merit increase Westlake Salaried Performance Review is for salary grades 19 and below 2017 Westlake AIP Performance Review is for salary grades 20 and above who typically hold the title of Manager or higher and who are identified participants in the Management (Annual) Incentive Plan (AIP) Follow the steps below: 1. Log into Workday 2. Navigate to your Inbox > click on the action item Manager Evaluation: 2017 Westlake Salaried Performance Review: LastName, FirstName OR Manager Evaluation: 2017 Westlake AIP Performance Review: LastName, FirstName 3. On the next screen > review the instructions > Click Go to Guided Editor: 4. On the next screen > rate each Performance Goal and enter comments > review the instructions: Westlake Workday Reference Guide Year-End Performance Review (Manager) Page 1

2 5. Click the pencil/edit icon to the right of the Performance Goal: a. Review the goal details and employee comments b. Select a Goal Rating from the drop down menu (Required): Exceeded Expectations - Significantly and consistently exceeded expected results for this goal, while exhibiting exceptional workplace behaviors. Demonstrated personal initiative in accomplishing this goal, consistently going above and beyond expectations. Met Expectations - Has reliably met, or at times exceeded, the expectations of timeliness, quality and quantity associated with this goal while demonstrating expected workplace behaviors. Employee could be counted on to deliver sustained results without extra supervision or reminders. Less Than Expectations - Did not consistently contribute to goal achievement nor achieve overall targeted performance for this goal. Occasionally or frequently did not produce the quality, quantity of timely work manner expected of the given job role. While achieving results, the employee did not adequately demonstrate expected workplace behaviors. Employee may require significant direction or assistance to meet this target. c. Enter comments to support goal performance (Required) d. Repeat for each Performance Goal. (Required) Westlake Workday Reference Guide Year-End Performance Review (Manager) Page 2

3 6. Click Next 7. On the next screen > rate each Development Goal and enter comments > review the instructions: 8. Click the pencil/edit icon to the right of the Development Goal: a. Review the goal details and employee comments b. Select a Goal Rating from the drop down menu (Required): i. Exceeded Expectations - Significantly and consistently exceeded expected results for this goal, while exhibiting exceptional workplace behaviors. Demonstrated personal initiative in accomplishing this goal, consistently going above and beyond expectations. ii. Met Expectations - Has reliably met, or at times exceeded, the expectations of timeliness, quality and quantity associated with this goal while demonstrating expected workplace behaviors. Employee could be counted on to deliver sustained results without extra supervision iii. or reminders. Less Than Expectations - Did not consistently contribute to goal achievement nor achieve overall targeted performance for this goal. Occasionally or frequently did not produce the quality, quantity of timely work manner expected of the given job role. While achieving results, the employee did not adequately demonstrate expected workplace behaviors. Employee may require significant direction or assistance to meet this target. c. Enter comments to support goal performance (Required) d. Repeat for each Development Goal. (Required) Westlake Workday Reference Guide Year-End Performance Review (Manager) Page 3

4 If completing the Manager Evaluation: 2017 Westlake AIP Performance Review you will be guided to complete the Management Incentive Eligibility section steps below If completing the Manager Evaluation: 2017 Westlake Salaried Performance Review you will not see the Management Incentive Eligibility section, it will go directly to the Overall Performance section i. On the next screen > select the IPF Score > review the instructions ii. Click the pencil/edit icon to the right of Management Incentive Eligibility: iii. Select the IPF score from the Rating drop down: iv. Click Next 9. On the next screen > select the Overall Performance Rating > review the instructions: Westlake Workday Reference Guide Year-End Performance Review (Manager) Page 4

5 10. Click the pencil/edit icon to the right of Employee Evaluation: a. Review the overall performance comments entered by the employee b. Select an Overall Performance Rating from the drop down menu (Required): (5) Distinguished Contributor - Employee contributed overall extraordinary results well beyond what is expected of position and made remarkable contributions to his/her team and the organization. Exceptionally exhibited effective workplace behaviors. (4) Significant Contributor - Employee consistently contributed significantly above what is expected of position and made important contributions to his/her team and the organization, including continuous improvements. Substantially exhibited effective workplace behaviors. (3) Valued Contributor - Employee consistently made meaningful contributions to his/her team and the organization. Employee met, or at times exceeded, overall expectations regarding goal and role accomplishment in terms of quality, quantity and timeliness. Consistently exhibited effective workplace behaviors. (2) Inconsistent Contributor - Employee was inconsistent in achieving expected performance level, and typically required more supervision and guidance than necessary. May have demonstrated behaviors that are not consistent with expectations. Was not reliable at times, and needs improvement. (1) Unsatisfactory Contributor - Employee consistently underperformed and provided inadequate value to his/her team and the organization. A Performance Improvement Plan (PIP) should be considered as appropriate. c. Enter Overall Performance Comments to support overall performance 11. On the next screen > review the information entered > click Submit. If you need to make edits > click the pencil/edit icon accordingly Westlake Workday Reference Guide Year-End Performance Review (Manager) Page 5

6 Notes: If you receive an error message > read the Error Message > click Open > correct the error by clicking the pencil/edit icon. Once the Manager submits their evaluation for a 2017 Westlake Salaried Performance Review, it will then go to the Manager s Manager in Workday The 2017 Westlake AIP Performance Review does not go to the Manager s Manager in Workday, it will advance to the Performance Partner who is typically the assigned HRBP 12. If you submitted successfully, you will receive the message Success! Event Submitted > click Done Westlake Workday Reference Guide Year-End Performance Review (Manager) Page 6