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Introduction
In the first blog in a series focused on Talent, we explored all the functional elements that make up Talent Optimization in Workday®:
In this blog, we will dive into Performance Enablement and discover the many options available within this functional area.
Core Functionality in Performance Enablement
Goal Management
Competencies
Feedback
Check-Ins
Employee Reviews
Performance Calibration
When it comes to Performance Reviews, we can configure:
Performance Reviews
Goal Setting
Quarterly Check-ins
Mid-Year Reviews
Annual Reviews
Development Plans
Launched by the employee
Launch at once or target a specific organization
Performance Improvement Plans
Disciplinary Actions
Each of these types of reviews are controlled by their own domains and business process framework.
Sections available in each review template
Goals
Competencies
Questions
Feedback
Overall Review
Other lesser used sections are:
Responsibilities
Career
Development Items
Supporting Documents
Multi-Rater or 360 Review functionality
Additional Reviewer
Create Additional Reviewer Types to establish / include multi-raters in your performance event.
Include Additional Reviewers, by selecting the appropriate multi-rater checkboxes on the review template.
Additional Reviewer can only rate or comment on competencies within the review.
Additional Manager
You can enable up to 2 Additional Managers to provide comments concurrently in a single review.
If Additional Manager evaluations is enabled, the Additional Manager will have access to all sections of the review.
Additional Manager can only comment on the sections in the review, not rate.
Feedback
Anytime
Employee to employee feedback
Unsolicited
Can be private
Self-Requested
Employee requests
Can have templated questions or allow employee to choose questions
Can be private between giver and receiver
Can be done standalone, via performance process, or launched via MOM (Mass Operation Management)
Manager Requested
Manager or another role allowed can request
Can be done standalone, via performance process, or launched via MOM (Mass Operation Management)
Can be confidential, meaning not visible to the employee
Can have templated questions or allow manager to choose questions
Example of a business process flow
Calibration within the Performance Review
Based on a rating scale in the overall section of a Performance Review.
Plot workers according to Manager’s overall rating from the Performance Review.
Can be used in conjunction with Performance Reviews, or independent of them.
An administrator can manage Calibration by tracking which supervisory organizations have completed their step.
Can manually ad hoc add or remove workers, move from one Manager to another, or reassign.
Facilitators can view status, or act on behalf of the Calibrator to manage the Calibration session.
Example of a Calibration grid:
In the next blog, we will dive further into the elements of Talent Assessment and outline the configuration options to consider when designing your processes.
Author: Heather from Colorado
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