Performance Management Workday Module September 2017 Agenda Navigational

Performance Management Workday Module September, 2017

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

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

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, Q 1 Complete design, Q 2 Test and update, Q 3 Launch to campus, Q 4 4

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 Goal Effectively Manage Performance Description Act with purpose to enhance competence, confidence and capability • Takes consistent action to develop new skills • • 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 • • • Learn new Workday Recruitment business processes Volunteer to participate in Annual Recruitment Practices Audit 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) 5

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 6

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 7

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

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 Employee reviews include the following: – Goal Review – Reflection Questions – Feedback – Supporting Documents In addition, People Manager reviews include: – Job Profile Summary – Overall Rating 9

Recommended Timeline • Employee complete goal setting in Workday (October 13) • Manager approves (October 27) Phase 1: Goal Setting October* Mid-Year Calibration December-January • Employee complete mid-year self assessment (December 15) • Manager evaluates performance to date (January 12) June • Employee completes year end self assessment (May 12) • Manager evaluates year end performance; determine performance rating (May 26) • Performance rating captured in prior phase • Annual Compensation Process (staff merit) Year-End Review May-June *Note: Recognize FY 17 -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. 10

Appendices • • Navigational Overview: People Manager University Competency Model 11

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 12

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