EMPLOYEE JOB AID SET GOALS

Transcription

1 EMPLOYEE JOB AID SET GOALS The Performance Management process begins with you and your career manager collaborating to set 3-5 clearly defined Goals based off of the specific Firmwide Behaviors and Performance Expectations you are seeking to develop. Your Goals form the primary basis by which you'll ask for and receive feedback during the year and in your Annual Summary. Where possible, Goals should be SMART (specific, measurable, actionable, relevant, and time-bound), but what s most important is that the Goals refer to your key responsibilities, so you can get relevant feedback on your contributions. 1. Click on the Performance worklet and under View, click Goals. You can also access your Goals by clicking your profile, and under Performance, click Individual Goals. 2. Click Edit 3. You will then have the option to Add or Edit existing Goals 1

2 4. If you already have Goals and wish to edit, select the Goal, and then type your changes in the Goal field. This is free text and there is no character limit. 5. Under Description, you can add additional information if desired, such as how success will be measured, milestones, or other deliverables. 6. Under Relates To, you can link the Goal to Firmwide Behaviors or Performance Expectations, if desired. 2

3 7. Under Category, assign the goal to one or more categories (required). Goal categories are described below: GOAL CATEGORY DEFINITIONS Senior Associates, Chief Engineers/Scientists/Technologists and Principals, Distinguished Engineers/Scientists AP/Technicians through Lead Associates, Senior Lead Engineers/Technologists/Scientists Business Goal Focused on client delivery, capability building, expanding the business, and/or managing the business Focused on client delivery or other project support, building the technical or functional capabilities of the firm, and managing or expanding the business People Goal Focused on empowering and developing diverse talent through candid feedback, mentoring, and/or coaching All career managers are assigned a standard Goal outlining career manager responsibilities. This goal cannot be edited or deleted. Focused on teamwork and collaboration to meet team objectives, developing diverse talent through candid feedback, mentoring, and/or coaching All career managers are assigned a standard Goal outlining career manager responsibilities Development Goal Focused on building Firmwide Behaviors and Performance Expectations through experience, exposure, and/or education Focused on building Firmwide Behaviors and Performance Expectations through experience, exposure, and/or education Integration Plan Goal Used in Principal and Distinguished Engineer/Scientist promotions only to capture key activities to help assimilate to the new level N/A Exec Advisor/Senior Exec Advisor Goal Used by Executive Advisors and Senior Executive Advisors only N/A 3

4 8. Workday assumes each Goal starts on the date you enter them. Enter the date the Goal is due to be accomplished under Due Date for each Goal. NOTE: Goals may have varying date ranges and may span beyond the current performance period. Goals outside of the current performance period will not be pulled into the Annual Summary automatically. They can be manually entered, if desired. 9. Under Status, select percentage complete. If you select 100%, you may also enter the date Completed On (Optional). Completed Goals must be submitted to your career manager before Completed Goals are moved from the In Progress Goals section to the Completed Goals section. 4

5 10. To add additional Goals click Do Another if you are already adding Goals or select Add 11. You may choose Save for Later if you are not ready to send your Goals to your career manager. If ready, select Submit. NOTE: Individual Goals are submitted to your career manager as you add them, edit them, delete them or complete them. If you make multiple changes - adds, edits, deletions, completions - to your Goals, and then select Submit, all of your Goal changes will be sent to your career manager. Once you've submitted Goals, you cannot edit them until they are approved or sent back - they will be frozen while waiting for career manager approval. If you plan to discuss your Goals with your career manager prior to submitting them, Save for Later. 12. Once you ve submitted your Goals, the next screen will indicate Success! Event submitted and show that your career manager is Up Next to review your Goals. Your career manager will receive a notification to review your Goals. They can Approve, Edit, or Send Back your Goal(s). If they Approve, you will receive an confirmation. If they Send Back, you will receive a task to Revise Goals through the Workday Inbox and an notification in your Outlook inbox. Your goals must be approved to populate in your Annual Summary. 5

6 13. You can print your Goals from the Performance Worklet. Click View Goals and then click the Print icon. After you select the Print icon, you will be prompted to specify if you want to include Individual Goals, Goal Details, and/or Archived Goal information to include in your PDF. UPDATING GOAL PROGRESS (OPTIONAL) 1. Click on the Performance worklet on your homepage. 2. Under the View menu, click Goals. 3. Under In Progress Goals, you can describe your progress by clicking on the Activity icon. You can also tag a person to let them know they had a role in making progress against your Goal. To tag a person, click on Details at the bottom of the page, and then click the Activity icon and enter comments. To tag a peer, subordinate, or manager in your supervisory organization you want to associate with that Goal, and the person s name. When you re finished tagging someone, type a comment and click Post. The individual will receive a Workday notification that you tagged them in a comment. 6

7 @John Smith worked with me on x project and we made x impact against this Goal. 4. You can also add a % complete under Status when you are within the actual Goal by clicking Edit. This will make your Goal editable. 5. You can delete a Goal if the goal is no longer relevant (except for the standard Career Manager Goal that outlines Career Manager responsibilities) by clicking Edit within the actual Goal and selecting the trash can icon. This will delete your Goal, but you will also need to select Submit to route your request to delete this Goal to your Career Manager for approval to be deleted. The Career Manager will receive a Workday inbox action to delete the Goal. If approved, the Goal will be deleted. The Goal will state pending approval until approved for deletion by the Career Manager. 7

8 6. If you make changes to your Goal, Description, Relates To, Category, or Due Date, you will need to resubmit your goal for approval. Update your goals as needed to reflect conversations with your career manager (e.g., additional actions, changed deadlines, etc.). NOTE: All career managers are assigned a standard Goal outlining career manager responsibilities and senior staff are assigned a standard purpose and values Goal. These goals cannot be edited or deleted. If you are no longer a career manager, please contact the Help Desk to have the Goal removed. 7. To store approved Goals that you have completed for future reference, update the Goal status to reflect 100% (see Step 4), then click Archived Goals, then click Archive and select the Goal you wish to archive and then click OK. 8