Goals & Expectations Step by Step Guide

This document provides manager and employee instructions for completing performance evaluations in Workday.

Considerations

Probation evaluations are launched by the Human Resources department.
The start and end date of probation evaluations are the same. This date is equivalent to the employees start date.
The Goals and Expectations evaluation is due 30 days after the employee's start date.
Probation periods:
- University Staff: 6 Months
- Academic Staff: 12 Months
Details related to employee performance including goals, feedback requested, evaluation status, ect. can be found on the Performance window of the employee profile.
When an employee is promoted or demoted within the same position, as a change in responsibilities for example, the employee will not be required a new probationary period, but will require a new Goals and Expectations evaluation to account for the goals and expectations related to their new responsibilities.
Specifics related to specific employees can be found on the [Link for document 156921 is unavailable at this time] page.

New Employee Goals and Expectations Process Details

Launch New Employee Goals and Expectations (HR)

Task Details

Assigned To: Human Resources

Workday Task List: Goal Setting Initiation (NEGE), Probation Period Final Evaluation Reminder (Probation Final)

Instructions: Launching Performance Evaluations
Instructions	Screenshot
Approximately 30 - 45 days prior to the due date, HR will launch the upcoming probation evaluation. In Workday, this will generate the initial task in the evaluation business process assigned to the manager.

Step 1: Complete Manager Evaluation (Manager)

Task Details

Assigned To: Manager

Workday Task List: Manager Evaluation: Goals & Expectations: [Employee Name]

Instructions: Manager Evaluation
Instructions	Screenshot
Once launched by HR, the manager will receive a task in Workday. Click on the My Tasks inbox icon to navigate to your task list.
2. Select the Complete Manager Evaluation: Goals & Expectations task from the task list and click on the Get Started button.
3. The employees job responsibilities will pull into the Job Responsibilities window from the Standard Job Description (SJD). Manager should: add any unique responsibilities that are part of the employee's job as a new responsibility. delete any responsibilities that do not apply to the employee's job. enter expectations related to each specific responsibility in the corresponsing comment field. Managers should NOT: rewrite job responsibilities from what pulls from the SJD. Once responsibilities have been finalized, click the NEXT button.
4. In the Goals window, the manager will add the 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 (Probation Midpoint, Probation Final). Goals should always be given a status of Not Started when they are added to the employees evaluation. Note: Employees will have the ability to change goals in future steps of the evaluation. Managers should be sure to discuss with employees that no changes to the evaluation content should be changed without first discussing with the manager.
5. 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.

UP NEXT: Manager & Employee Discussion

Assigned To: Manager

Step 2: Manager and Employee Discussion (Manager)

This step of the evaluation occurs outside of Workday, therefore there is no Workday Task associated with it. It is the responsibility of the manager to schedule and lead a review discussion with the employee. Resources to aid in review discussions can be found in the Performance Management section of the Supervisor Toolkit | Develop page.

UP NEXT: Employee Acknowledgment

Assigned To: Employee

Step 3: Employee Acknowledgement (Employee)

Task Details

Assigned To: Employee

Workday Task List: Performance Evaluation Employee Acknowledgement: [Employee Name]

Instructions: Employee Acknowledgement
Instructions	Screenshot
Navigate to the task inbox (inbox icon in upper right corner) and select the Performance Evaluation Employee Acknowledgement task. Click the Get Started button.
2. Review the information on Job Responsibilities window and click the Next button at the bottom. Note: no changes to review content should be made without first discussing with your manager.
3. Click the radio button to acknowledge the performance evaluation.
4. Click the Submit button. Note: While we are learning the new system, it is suggested that employees notify the manager that a task related to the evaluation should be in their Workday task inbox. This coordination helps the business process flow timely.