Performance Management Awareness

Transcription

1 Performance Management Awareness March 2018

2 Agenda Welcome and Introductions Key Changes Overall Process Timeline Important Points and Tips Learning & Performance Support Q&A

3 Thoughts Accomplishments Strengths & Improvement Opportunities Development and Goals for the Next Year

4 Key Changes

5 Path Performance Management

6 Rating Scale Status Reporting Process & Steps

7 Rating Scale

8 Path Scale Workday Scale Exemplary Exceeds Expectations Achieves In Development or Improvement Needed Unsatisfactory Not Applicable Significantly Exceeds Expectations Exceeds Expectations Meets Expectations Partially Meets Expectations Does not Meet Expectations Not Applicable

9 Status Reporting

10 Managers and Talent Analysts will be able to see status for their respective organizations No longer need to obtain reports from Central HR **Change Request List of Talent Analysts by Organization

11 Overall Process

12 Performance review period launched in Workday Enter Goals in Workday Employee Self- Evaluation * Manager Adds Additional Manager and Reviewers Manager Drafts Evaluation Employee enters goals to route to the manager for approval. Or, the manager can enter goals to route for the employee s review. Employee receives an Inbox task to complete the self-evaluation. Although optional, employee must submit the self-evaluation (even if leaving blank) to initiate subsequent steps. Manager receives an Inbox tasks to add additional manager AND reviewer to an employee s evaluation. - Additional manager can add comments to ALL sections of the evaluation. - Additional reviewer can add ratings and comments in the competencies section of the evaluation. Manager receives an Inbox task to conduct the employee evaluation. IMPORTANT: Do NOT submit the evaluation at this time. If it is submitted, it cannot be changed or routed back to change. * An optional step if the manager would like to bypass these optional steps, skip task must be selected to continue the manager evaluation steps.

13 Manager & Employee Discuss Evaluation Manager Submits Evaluation Employee Acknowledges Evaluation Manager Acknowledges Manager meets with the employee to discuss the evaluation. Manager can make changes to the evaluation draft or send back to the employee to make changes as needed. Manager submits the evaluation. NOTE: If the overall rating is partially meets or does not meet expectations, the evaluation will automatically route to the manager s manager for review; otherwise, it will route to the next step. Employee receives an Inbox task to acknowledge evaluation review. Manager receives an Inbox task to acknowledge the evaluation review and position restrictions.

14 Timeline

15 May 31 st Deadline Performance review period launched in Workday April 9 Enter Goals in Workday Employee Self- Evaluation Manager Adds Additional Manager Manager Drafts Evaluation Manager & Employee Discuss Evaluation Manager Submits Evaluation Employee Acknowledges Evaluation Manager Acknowledges By April 6 By April 18 By April 18 By April 27 By May 4 By May 11 By May 18 By May 25 IMPORTANT: Dates are guides to facilitate the May 31st completion date. The timeline can be accelerated or delayed as needed. More time needed in the event of low performance.

16 Important Points & Tips

17 Two Main Templates 1. Staff with Self-Evaluation All Staff except below 2. Attachment Only Research Professionals Management levels 1 5: - Chief Executive - Executive Management - Senior Management - Administrative Management - Director & Associate Director Self-Evaluation, Additional Manager, and Additional Reviewer are optional; but, action is required Self-Evaluation initiates process Additional Manager and Reviewer initiates Supervisor Evaluation

18 Once Supervisor drafts evaluation, Additional Manager and Reviewer cannot be submitted Supervisors Do NOT click Submit until after conversation with employee Confirm Supervisors and Subordinates in Workday Edit Additional Manager

19 Learning Support

20 TAMU Specific Training ILT and WebEx TAMU Specific Job Aids (including list of Talent Analyst and who has which template) Q&A Sessions Visit performancemanagement/ WorkdayTraining

21 Knowledge Check

22 Questions?