On the employee's start date HR receives task titled Goal Setting Initiation. Within the task select the Start Performance Review button.

In the Start Performance Review window, enter the following:

• • Employee Name
  • Template (New Employee Goals and Expectations)
  • Dates (start and end date are both the employee’s hire or transfer date)

Click Submit.

This will launch a task with the manager to begin filling in the goals and expectations evaluation.

1. Once launched by HR, the manager will receive a task in Workday titled Manager Evaluation: Goals & Expectations. The manager clicks the Get Started button.

2. In the Responsibilities and Expectations window, the employees job responsibilities will pull through from the Standard Job Description (SJD).

Manager should:

• •  add any unique responsibilities that are part of the employee's job.
  • delete any responsibilities that do not apply to the employee's job.
  • enter expectations related to each specific responsibility in the comment fields. 

Managers should NOT:

• •  edit job responsibilities from what pulls from the SJD.

3. In the Goals window, the manager will add teh initial goals for the new employee.

• • The initial Goals and Expectations Evaluation is the time to set the first goals for the employee. No existing goals will be present in this evaluation. 
  • Each goal should be given a clear description and include a due date. Due dates should align with the end dates of future evaluation periods.
  • Goals should always be given a status of Not Started when they are added to the employees evaluation.

4. The Complete Manager Evaluation window is the opportunity for the manager to review and edit what they have entered in the evaluation. There is also an option to Save for Later that allows managers to save their work if they are not ready to submit the evaluation. Once completed, the manager must click the Submit button. 

5. After clicking the Submit button, the manager will receive a task in Workday titled Schedule Review Discussion. Outside of Workday the manager should work with the employee to schedule a date and time to discuss the evaluation.

Clicking Submit on this task will launch the employee review task in Workday. 

• • If the manager would like to give the employee an opportunity to view the evaluation before their meeting, the manager should click Submit on this task once the meeting has been scheduled. 
  • If the manager does not want the employee to view the evaluation in advance, the manager should wait to submit this task until after the meeting with the employee. 

1. Once the evaluation is submitted by the manager, the employee will receive a task in Workday titled Provide Employee Review Comments. The employee clicks the Get Started button.

1. Once the employee has submitted their status and comments, the manager will receive a task in Workday titled Provide Manager Review Comments. The manager clicks the Get Started button.

HR does not receive a task to initiate this evaluation. HR Assistants will be keeping track of due dates for these evaluations outside of Workday.

1. Once launched by HR, the manager will receive a task in Workday titled Set Content:Probation Midpoint Evaluation. The manager clicks the Get Started button.

2. In the Responsibilities and Expectations window, the employees job responsibilities and expectations will pull through from the Goals & Expectations Evaluation.

Manager should:

• • add any additional unique responsibilities that are part of the employee's job.
  • delete any responsibilities that no longer apply to the employee's job.
  • update expectations related to each specific responsibility in the comment fields if necessary. 

Managers should NOT:

• •  edit job responsibilities from what is pulled from the SJD.

Once complete, the manager click's the submit button to launch the employee's self-evaluation.

1. Once launched by the manager, the employee will receive a task in Workday titled Complete Self Evaluation. The employee clicks the Get Started button.

2. The employee rates each job responsibility by selecting a rating from the drop down. The employee also has the option to enter comments if the wish to elaborate on the rating they assigned. Click the Next button to page through all the job responsibilities.

See this Performance Ratings in Workday resource for help defining the rating options. 

Once the employee has rated all the job responsibilities they save and submit to launch the manager evaluation. 

1. The manager will receive a Workday task titled Manager Evaluation: Midpoint Evaluation. The manager clicks the Get Started button. 

2. Within the Evaluate Responsibilities window the manager enters ratings for each job responsibility and has the option to enter explanations in the comments fields. In this window, managers are also able to see the ratings and comments entered during the employee self-evaluation. 

See this Performance Ratings in Workday resource for help defining the rating options.

3. In the Goals window, the manager can either add new goals or update existing goals. 

• • The initial goals will pull through from the Goals and Expectations Evaluation. 
  • Descriptions, due dates, and statuses should be updated to reflect the progress made during the period being evaluated.
  • New goals can be added if applicable.
  • Goals should always be given a status of Not Started when they are added to the employees evaluation.
  • Goal due dates should align with future evaluation period end dates. 

4. There is the option to upload supporting documents to the evaluation if applicable. These documents will become part of the employee's personnel file. 

5. Once all ratings, expecations, and goals have been entered the manager provides an overall rating for the evaluation. Again there is the option to enter an explanation in the comments fields. 

After the overall rating is entered the manager has the option to review the evaluation and either Save for Later or Submit. 

6. After clicking the Submit button, the manager will receive a task in Workday titled Schedule Review Discussion. Outside of Workday the manager should work with the employee to schedule a date and time to discuss the evaluation.

Clicking Submit on this task will launch the employee review task in Workday. 

• • If the manager would like to give the employee an opportunity to view the evaluation before their meeting, the manager should click Submit on this task once the meeting has been scheduled. 
  • If the manager does not want the employee to view the evaluation in advance, the manager should wait to submit this task until after the meeting with the employee. 

1. Once the evaluation is submitted by the manager, the employee will receive a task in Workday titled Provide Employee Review Comments. The employee clicks the Get Started button.

1. Once the employee has submitted their status and comments, the manager will receive a task in Workday titled Provide Manager Review Comments. The manager clicks the Get Started button.

1. Once launched by HR, the manager will receive a task in Workday titled Set Content:Probation Midpoint Evaluation. The manager clicks the Get Started button.

2. In the Responsibilities and Expectations window, the employees job responsibilities and expectations will pull through from the Probation Midpoint Evaluation.

Manager should:

• • add any additional unique responsibilities that are part of the employee's job.
  • delete any responsibilities that no longer apply to the employee's job.
  • update expectations related to each specific responsibility in the comment fields if necessary. 

Managers should NOT:

• •  edit job responsibilities from what is pulled from the SJD.

Once complete, the manager click's the submit button to launch the employee's self-evaluation.

3. The Probation Final evaluation includes three discussion question regarding Job Engagement that the employee and manager will be required to answer during the following evaluation steps. These questions can be viewed by the manager at this time. 

1. Once launched by the manager, the employee will receive a task in Workday titled Complete Self Evaluation. The employee clicks the Get Started button.

2. The employee rates each job responsibility by selecting a rating from the drop down. The employee also has the option to enter comments if the wish to elaborate on the rating they assigned. Click the Next button to page through all the job responsibilities.

See this Performance Ratings in Workday resource for help defining the rating options.

Once the employee has rated all the job responsibilities they save and submit to launch the manager evaluation. 

3. Employee answers the Job Engagement questions.

1. The manager will receive a Workday task titled Manager Evaluation: Probation Final Evaluation. The manager clicks the Get Started button. 

2. Within the Evaluate Responsibilities window, the manager enters ratings for each job responsibility and has the option to enter explanations in the comments fields.

See this Performance Ratings in Workday resource for help defining the rating options.

Rating explanations in the comment field will pull forward from the previous evaluation. Managers should update the rating explanation accordingly for the current review period. 

In this window, managers are also able to see the ratings and comments entered during the employee self-evaluation. 

3. Manager answers the Job Engagement questions.

4. In the Goals window, the manager can either add new goals or update existing goals. 

• • The goals will pull through from the Probation Midpoint Evaluation. 
  • Descriptions, due dates, and statuses should be updated to reflect the progress made during the period being evaluated.
  • New goals can be added if applicable.
  • Goals should always be given a status of Not Started when they are added to the employees evaluation.
  • Goal due dates should align with future evaluation period end dates. 

4. There is the option to upload supporting documents to the evaluation if applicable. These documents will become part of the employee's personnel file. 

5. Once all ratings, expecations, and goals have been entered the manager provides an overall rating for the evaluation. Again there is the option to enter an explanation in the comments fields. 

After the overall rating is entered the manager has the option to review the evaluation and either Save for Later or Submit. 

6. After clicking the Submit button, the manager will receive a task in Workday titled Schedule Review Discussion. Outside of Workday the manager should work with the employee to schedule a date and time to discuss the evaluation.

Clicking Submit on this task will launch the employee review task in Workday. 

• • If the manager would like to give the employee an opportunity to view the evaluation before their meeting, the manager should click Submit on this task once the meeting has been scheduled. 
  • If the manager does not want the employee to view the evaluation in advance, the manager should wait to submit this task until after the meeting with the employee. 

1. Once the evaluation is submitted by the manager, the employee will receive a task in Workday titled Provide Employee Review Comments. The employee clicks the Get Started button.

1. Once the employee has submitted their status and comments, the manager will receive a task in Workday titled Provide Manager Review Comments. The manager clicks the Get Started button.