1. Welcome to Performance Management for ADP Workforce Now®
Welcome to Performance Management for ADP Workforce Now. My name is….
ADP Workforce Now® gives you a single-entry system that brings together all the tools you need to meet your organizational goals and to improve your bottom line - from HR, Payroll, time & attendance, to recruitment and performance management.
This course has been designed to provide you with the knowledge and hands on experience required to be comfortable using the Performance Management module of ADP Workforce Now.
Today you’re going to learn how to use Performance Management – Start to Finish
Course Objectives
Upon completion of this course, you will be able to:
Identify the key features of ADP Workforce Now Performance Management
Set up system options for ADP Workforce Now Performance Management
Add and edit job competencies for use in a Performance Review
Set up an approval workflow for a Performance Review cycle
Explain the three different types of performance goals, and who is responsible for creating each goal type
Create a Review Form for use in a Performance Review
Create a Review Plan for a Performance Review
Prepare a Performance Review for distribution
Attach performance goals to a review, and assign ratings and weightings
Distribute a Performance Review
Approve a Performance Review
Close the Performance Review cycle
If you encounter problems with WebEx, call WebEx support at
If you are unable to join the audio conference, call Level 3 Communications Ready- Access® at
Course Overview

2. Getting to Know You On the whiteboard, type: Your Name Your Location
Your Role
Your Expectations 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16
This is hands on training. Let’s get started with a quick activity to practice using the virtual meeting tools.
Instructor: Post slide 3. Assign a number to each participant and ask them to write down their:
Name
Location
Role – How do you use ADP Workforce Now® …
Expectations for the class
Discuss and build rapport. Write down their expectations so you can refer back to them throughout the training.
1. Add Text:
Click on this icon to add text to the whiteboard.
2. Change Color:
Click the arrow to expand a list of colors for your text.

3. Getting to Know You 1 2 3 4 5 6 7 8 9 10 12 13 14 15 16
Trainers: Upload this 1 slide as content and give learners annotation rights to type in as needed to do the Getting to Know You Activity.
In Webex:
Participant
Assign Privileges
Annotate

4. Additional Tools in our Virtual Classroom
Raise Hand:
When you click on this icon a hand appears to
the right of your name in the Participants List.
Checkmark:
To answer a true and false question, use the checkmark to answer yes, or to simply confirm you have completed an activity.
X Mark:
To answer a true and false question, use the checkmark to answer no.
Emoticon:
Used to express how you’re doing throughout the course.
Instructor Notes: point to Icons on the right (3,4,5,6) and let them know we’ll tell them which one to use, depending on the exercises. Have learners try raising their hand.

5. Please do not place your phone on hold.
Guidelines
To minimize background noise, use your phone’s mute function or on your phone’s keypad, press:
*6 to mute the line
*7 to unmute the line
Return promptly from breaks.
Interact. Participate. Ask any question that comes to mind.
Make mistakes. This is a safe environment.
Please do not place your phone on hold.

6. Your Practitioner Login Information
URL:
Select Admin Login
User Name and Password provided by your Instructor
Please write down your user name and password. You need this information to login during our practices.
Instructor Notes:
Add URL to slide
Type User ID and PW on a whiteboard, or show the list and assign them to clients from there.
Tell clients: Please write down your user name and password for Practitioner, Manager and Employee. You need this information to login during our practices. Most of the time you are logging in as the Practitioner. Point out that clients need to select the Admin Login for logging into ADP Workforce Now as a Practitioner. There are some practices where you login as the Manager and Employee too so you can see the full performance review cycle.
Do not try more than 3x to log in it or it will lock you out

7. Your Manager Login Information
URL:
Select User Login
User Name and Password provided by your Instructor
Please write down your user name and password. You need this information to login during our practices.
Instructor Notes:
Add URL to slide
Type User ID and PW on a whiteboard, or show the list and assign them to clients from there.
Tell clients: Please write down your user name and password. You need this information to login during our practices.
Do not try more than 3x to log in it or it will lock you out

8. Your Employee Login Information
URL:
Select User Login
User Name and Password provided by your Instructor
Please write down your user name and password. You need this information to login during our practices.
Instructor Notes:
Add URL to slide
Type User ID and PW on a whiteboard, or show the list and assign them to clients from there.
Tell clients: Please write down your user name and password. You need this information to login during our practices.
Do not try more than 3x to log in it or it will lock you out

9. ADP Workforce Now Performance ManagementHR
Talent
Workflow Management
Compensation Management
ADP Workforce Now Performance Management works in conjunction with many other products and features to create a seamless solution.
Modules that integrate directly with Performance Management include: HR
Talent
Workflow Management
Compensation Management
Trainers: Highlight key features for your audience.
ADP Workforce Now gives you a single-entry system that brings together all the tools you need to meet your organizational goals and to improve your bottom line - from HR, Payroll, time & attendance, to recruitment and performance management.
With the rock-solid ADP Payroll® platform as its base, this easily expandable and adaptable HCM solution provides industry-leading HR functionality through a modular suite of cohesive services.
ADP Performance Management works in conjunction with the HR and Workflow ADP Workforce Now Modules
Human Resources
With configurable workflows, online records and intelligent reporting you can reduce the time spent on paperwork, and increase the time dedicated to managing and transforming your people – the lifeblood of your organization’s success. Enter personnel information once and all modules link to that information.
Example: Sally Hodgen is hired as a salaried employee and needs to be paid. Sally's name automatically appears in Payroll due to the integration with the HR module. No additional entries are required.
Talent
With a solid recruiting strategy, branded career sites and intuitive dashboards, you can make hiring decisions in a snap. Create a pay for performance culture by aligning employee’s goals to those of your organization and tracking progress. Spot trends and identify candidates for career growth.
Compensation Management
ADP Workforce Now helps organizations compete through their people with this module. Compensation is central to attracting, retaining and developing the best people. Evaluating individual performance and compensation statistics with this module help determine which people are most deserving of the largest awards.
Workflow Management
Workflows can be designed to create a notification or an approval process when specific changes are made. When a change is made, the workflow is triggered and a notification or an approval request goes to the recipient's message Centre for review.
Example: Using the example of a raise, Sally (manager) enters a raise into the system for Jacob (employee). A workflow is then triggered sending a notification to Sally's manager with an approval request to Brenda in HR. The item must be approved by Brenda before the change is processed in Payroll.
ADP Workforce Now Features
Mobile
The free ADP app has an elegant interface that provides you and your employees with access to HR, time, benefits and Payroll- related data anytime, anywhere.
Features a simple, informative design for employees, managers, and business executives
Accessible from smartphones and tablets*
Empowers employees to remotely perform self-service tasks such as clock in and clock out, view pay statements, T4s, time-off balances, and benefits plan information, including employee and employer premium contributions
Enables managers to view and approve timesheets and time-off requests online
Cloud-Based Document Storage
Go green and harness the power of ADP Document Cloud for fast, simple and secure access to employee digital documents. With its advanced search functions, permission-based file sharing and detailed audit reporting, you can easily ensure the right people have the right access to information when and where they need it.
Acquire the added protection of encrypted files role based security, auditing, full back-up, and disaster recovery for your electronic documents – which is much more secure than loose paper files
Security
The Security feature provides practitioners with the ability to create security at:
Menu level: Practitioners can specify which menus and submenus for which each profile has view and/or edit privileges.
Person and company level: Where personal level access is granted.
Example: The Payroll Supervisor is responsible for opening the Pay Cycle, reviewing the preview reports for accuracy and then processing the Payroll once validated. Create a custom practitioners profile that provides access to the menu options for opening a Pay Cycle, previewing reports and processing Payroll.
Effective Dating
The Effective Dating feature allows you to identify when a task will take place, today or in the future. Future-dated entries remain in ADP Workforce Now® until the date entered falls within the Payroll period dates.
Example: Annual raise amounts have been confirmed for all associates in the company. The Payroll administrator has decided to be proactive and key the entries in advance with a date in the future. The entries will not take effect until the effective date falls within the Payroll period dates.
Analytics
Get actionable, trusted insights powered by ADP® DataCloud. Access an array of key metrics - from absence rates to turnover rates — aligned with the most current Human Capital Management (HCM) best practices, plus customizable filters and views for virtually limitless analysis options that are as easy to use as consumer apps.
Analytics from ADP enables you to spot workforce trends and diagnose issues quickly and easily.

10. Home Page Elements and Descriptions
Go to WFN and show each of the Home Page elements
1. Mega Menu
The mega menus will appear differently based upon the employee's menu security access.
2. Sub Menu
Each mega menu contains a sub menu, providing users with additional activities from which to select.
3. Message Centre
Workflows trigger automatic messages to the Message Centre. You can view notifications, or edit/approve changes from the Message Centre.
4. Calendar
Click this icon to display the Calendar.
5. Support link
Access Learning Bytes, online help and additional training documents.
6. Log Out link
Use this link to log out of ADP Workforce Now® securely.
7. Preferences
Change your preferred language, Message Centre preferences, contact info, password and security questions.
8. My Profile
Holds an employee's contact information.
9. Search
Search for: People, Activities, Reports or a Directory.
10. People Menu
Access employee-level information such as Pay details, Personal Information, Employment Information, Benefits Information, and Statutory Compliance.
11. Process Menu
Access tasks such as Payroll Cycle activities, Utilities (Importing/Exporting), Benefits, Tools, Workflows, Time & Attendance, HR, Time Off, Talent and Year End.

11. Questions
What questions do you have about navigating in ADP Workforce Now?
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12. Course Outline Module 1: Introduction to Performance
Module 2: Review Activities outside of the Performance Dashboard
Module 3: Review Activities in the Performance Dashboard
Module 4: Tools and Resources
This course is divided into 4 modules.
Duration: This course is 3 hours long with a 15 minute break at the halfway point.
Prerequisite: Getting Started with ADP Workforce Now

13. Introduction to Performance Management
Module 1
Introduction to Performance Management

14. Introduction to Performance Management
Performance Management features include:
The Performance Dashboard
Review Forms
Review Plans
Review Detail
Milestones
The Performance Dashboard is the landing page for all your performance review-related tasks.
Practitioners, Managers, reviewers and employees all see some version of the Performance Dashboard.
Introduction to Performance Management
Performance Management features include:
The Performance Dashboard
Review Forms
Review Plans
Review Detail
Milestones
The Performance Dashboard is the landing page for all your performance review-related tasks. Practitioners, Managers, reviewers and employees all see some version of the Performance Dashboard, which provides glimpses of information about performance reviews in which they are included.
We’ll touch upon each of these Performance Management features at a high level in this module on the training. You will have an opportunity for hands on practice in the second and third modules of the training.

15. The Performance Dashboard
The Performance Dashboard provides an overview of all reviews of a specific type. To access the review detail of each review from the dashboard, click on the name of the review.
The Performance Dashboard
Practitioners, reviewers and employees all see some version of this dashboard, which provides glimpses of information about performance reviews in which they are included.
The Performance Dashboard provides an overview of all reviews of a specific type. To access the review detail of each review from the dashboard, clicking on the name of the review.
Setting up performance review in the Performance Dashboard is a two-step process:
1. Creating a Review Form
2. Creating a Review Plan
There are also review activities to be set up outside of the Performance Dashboard. Module 2 of this training focuses on the review activities to be set up outside of the Performance Dashboard. Module 3 of this training focus on the review activities that happen in the Performance Dashboard.
Key Points to Remember
The Performance Dashboard provides an overview of all reviews of a specific type. To see the general progress of a review and access the review detail, click on the name of the review.

16. Accessing the Performance Dashboard
Starting Point: Process > Talent > Performance Dashboard
Accessing the Performance Dashboard
Starting Point: Process > Talent > Performance Dashboard
Show clients how to access the Performance Management Dashboard.

17. Review Forms
You can use an ADP-supplied Review Form as-is or customize it to suit your needs.
You can also start from scratch by choosing a blank Review Form.
Review Forms
You can use the Review Forms provided with the Performance feature “as-is” or you can customize a blank Review Form. The same form is also used by managers and employees during the Performance Review cycle.
Forms can include:
Goals
Questions
Competencies
Your forms may include any combination of these assessment items.
Key Points to Remember:
You can use an ADP-supplied Review Form as-is or customize it to suit your needs. You can also start from scratch by choosing a “blank” form.
When using the ADP-supplied forms, you can disable sections by clicking the appropriate toggle button.
You can eliminate some of the ADP-supplied questions provided in the form and you can add new questions, either by selecting from a question bank or by creating a new question.
You can also create employee-facing questions from those written from the reviewer perspective.
You can manage competencies and rating scales while creating the Review Form.
The end result of creating a Review Form is the form used by both managers and employees to evaluate their performance.

18. Review Plans
Administrators create Review Plans for each instance of a review, including the:
Review form
People
Schedule
Milestones
Status
Review Plans
Administrators create Review Plans for each instance of a review. For example, they create a Review Plan for their companies’ annual reviews, for which the attributes remain the same from year to year. A Review Plan defines the strategy for a review, including the:
Review form
People
Schedule
Milestones
Status
Key Points to Remember
A review plan defines the strategy for a review, including:
How the employees will be evaluated - the Review Form
Who will be evaluated - All employees or a selected group of employees
You can opt to include all employees or a selected group when creating an annual Review Plan. New hires must be individually assigned to a New Hire Review Plan.
The target date for completing the review – the Schedule
Milestones that need to be met along the way
Milestones are pre-defined based on the Review Plan type. You can choose which milestones to include in your plan. Some are required and cannot be excluded from a Review Plan.
Status - Is the plan in use? How often will it be repeated, if at all?

19. Review Detail Review Detail
Review Detail is just that - the details of the Review Plan, specific to the review event. Review detail provides you with details such as the timeline for the event and the employees included. You can see the details of a review to learn more about it. There are two views - pre-distribution and post-distribution.
The information message at the top of the page provides you with a description of the review before it is distributed. This information is provided to the practitioner so that action can be taken, as needed, before the review begins. These actions can occur while the review is still being prepared but before it is distributed.
This is the timeline pre-distribution. It does not provide a status of the various milestones.
You can view the names of the employees included in the review but cannot take any action on them from this page.
Key Points to Remember
The Review Detail provides you with more detailed information about the review, including the timeline and included employees. Depending on whether the review is in the preparation phase or has been distributed, you can take certain actions to keep the review on track.

20. Milestones Set when the Review Plan is created
Drive the process for the review event
Designate who is responsible for completing which tasks and the due date for those tasks
Milestones
You set up milestones when creating the review plan. Milestones drive the process for the review event. Milestones designate who in the process is responsible for completing which tasks and when those tasks are due to be completed.

21. Terminology
Refer to the Terminology Job Aid distributed to you with your Handout Manual.
Use the table in the Job Aid to refer to commonly used Performance Management terminology.
Use the space provided beside each term to take any notes throughout the class.
Terminology
Refer to the Job Aid distributed to you with your Handout Manual. Use the table in the Job Aid to refer to commonly used Performance Management terminology and take notes throughout the class.

22. Overview of Setting Up and Managing a Review
Activities outside of the Performance Dashboard
Set up system options, add new job competencies if required, set up approval workflows, and create and assign organizational goals (Administrator)
Create and assign team goals (Manager)
Create individual goals (Employee, Manager and Administrator)
Attach performance goals to a review (Administrator and Manager)
Activities in the Performance Dashboard
Create the Review Form (Administrator)
Create the Review Plan (Administrator)
Prepare and distribute a review (Administrator)
Overview of Setting Up and Managing a Review
When setting up and managing a review, there are activities to be performed outside of the Performance Dashboard as well as activities to be performed in the Performance Dashboard.
Review activities outside of the Performance Dashboard include:
Administrator activities to set up system options, to add new job competencies if required, to add and assign organizational goals, to set up approval workflows, and to attach performance goals to a review
Manager activities to create Team Goals
Employee activities to create Individual Goals
Once the review activities outside of the Performance Dashboard are completed, the Administrator can complete the review activities in the Performance Dashboard, which include::
Create the Review Form from a template Review Form or a blank Review Form
Create the Review Plan
Prepare to distribute the review
Each of these activities and related tasks are covered in detail in the topics that follow.

23. Module 1: Questions
What questions do you have about Performance Management?
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24. Module 1: Summary Today, we explored the following topics:
The Performance Dashboard
Review Forms
Review Plans
Review Detail
Milestones
Terminology
Overview of Setting Up and Managing a Review
How confident are you with identifying the features of Performance Management?
What questions do you have?
Instructors: Please write down questions clients have. If the topic will be covered later in the course, let clients know that the topic will be covered later. If the topic is not covered, ensure to pass on that information to the Design team.

25. Course Outline
Module 1: Introduction to Performance
Module 2: Review Activities outside of the Performance Dashboard
Module 3: Review Activities in the Performance Dashboard
Module 4: Tools and Resources
We just completed Module 1: Introduction to Performance. Now we’ll look at the review activities you need to do outside of the Performance Dashboard to set up and manage reviews.

26. Review Activities outside of the Performance Dashboard
Module 2
Review Activities outside of the Performance Dashboard

27. Overview of Review Activities outside of the Performance Dashboard
Administrator Activities
Attach performance goals to a review
Create personal goals on behalf of employees if required
Create and assign organizational goals to employees
Add Job Competencies (if required)
Set up an Approval Workflow
Set up system options
Manager Activities
Create team goals
Assign team goals
Create personal goals on behalf of employees if required Attach performance goals to a review
Employee Activities
Update goals
Create personal goals
Overview of Setting Up and Managing Review Activities outside of the Performance Dashboard
Administrators, Managers and Employees all perform activities that contribute to the Performance Review outside of the Performance Dashboard.
Administrator activities include:
Setting up system options, which includes determining the rounding method and defining the review period
Adding new Job Competencies to the Job Competency Validation table, if required
Setting up an approval workflow, which involves two steps 1) determining the approval path then 2) associating the approval path with the review
Create and assign organizational goals to employees
Attach performance goals to a review
Create personal goals on behalf of employees if required
Managers are responsible for creating team goals that align with the organizational goals, and then assigning them to employees. Managers can also create personal goals on behalf of employees if required. Managers can also attach performance goals to a review.
Employees are responsible for creating personal goals that align with both the organizational and team goals, and updating goals. .

28. Setting up System Options
Define rounding methods for performance ratings.
Define the review period for a given Review Plan.
Setting Up System Options
Rounding Method
If your company applies a rounding method to performance ratings, in the Rounding Method field, select the appropriate method from the Rounding Method list. Keep in mind that, changes to the rounding method are dynamic. This means, if you change the rounding method before reviews are approved, you may have some performance ratings that are rounded and some that are not.
Review Period
To specify the review period, select the calendar year, which is January through December or specify a custom period for the review. The review period is the date range (the start and end dates) for the review. The default setting for the performance review period is the calendar year. It remains the same until you change it and changes take effect with the next review cycle. Once a review plan is in progress, the review period cannot be changed.

29. Hands On Practice: Setting Up System Options
Log in as the Practitioner Access the System Options Specify No Rounding Method for Rating Scales Define the Review Period as July to June
Refer clients to page 24 in the Handout Manual.
Begin the activity.
You have 5 minutes to complete the activity.

30. Adding Competencies Leverage competencies in the Review Form.
To add competencies before starting a review cycle, add them through the Job Competency validation table.
Assign Competencies to Job Titles
If you use competencies as a way to evaluate your employees, you can leverage those competencies in the Review Form. To add competencies before starting a review cycle, add them through the Job Competency validation table.

31. Adding Competencies (cont.)
Set up competencies in the Job Competency Validation table as shown here.
Assign Competencies to Job Titles outside of Performance Management
In addition to your other setup tasks, you can add, edit, and delete competencies as part of your preparation in the Job Competency Validation table.
Show clients how to navigate to the Job Competency Validation table: Setup > Tools > Validation Tables > Job Competency

32. Hands On Practice: Adding a Competency
Log in as the Practitioner Access the Job Competency Validation Table Add a Competency
Refer clients to page 26 in the Handout Manual.
Begin the activity.
You have 5 minutes to complete the activity.

33. Setting up an Approval Workflow
What Is an Approval Workflow?
Define an Approval Path
Associate the Approval Path with a Performance Review
Approval Workflow
Set up an Approval Workflow
Setting up an approval workflow involves two steps: defining an approval path and then associating the approval path with a particular performance review.
Remind clients to verify the security access for Managers and Employees – ADP Workforce Now Setting Up Performance Version 11, Setting Up User Access for Performance Management.

34. Setting up an Approval Workflow (cont.)
Example of an Approval Workflow
Completes employee reviews and submits them to his manager for approval
Manager
Approves the reviews and an notification is sent to the Manager to indicate the review is approved
Manager’s Manager
Set up an Approval Workflow
Let's look at an example. Company A requires approval by the submitting manager’s manager for final reviews. When the first-level manager completes the review, he submits it to his manager for approval. His manager reviews and approves the review. An notification is then automatically sent to the first-level manager to indicate that the review is approved. Without an established workflow, this review may not be seen by the appropriate members of the organization. Workflow also allows you to automate the process of notifications when an event occurs.

35. Hands On Practice: Setting Up an Approval Workflow
Log in as the Practitioner Define the approval path Associate the approval path with the Annual and New Hire Review
Refer clients to pages 29 and 30 in the Handout Manual.
Begin the activity.
You have 5 minutes to complete the activity.

36. Performance Goals Versus Performance Goals
Tangible Objective
Measurable Objective
Performance Goal
Actual Achievement
Versus
Performance Goals
A performance goal is a target level of performance expressed as a tangible, measurable objective, against which to compare actual achievement.
In ADP Workforce Now Performance Management, you can create goals and track employees' progress toward completing them.

37. Goal Types Practitioners create organizational goals
Team
Personal
Practitioners create organizational goals
Managers create team goals that align with the organizational goals
All roles can create personal goals – Employees, Managers and Practitioners
Goal Types
Practitioners create organizational goals.
Managers create team goals that align with the organizational goals for their direct reports. When Managers are assigning performance goals, they have the option to create a new Performance Goal or select one of the pre-defined organizational goals.
Employees create goals for themselves, or Practitioners and Managers create personal goals on behalf of an employee.

38. Locked and Unlocked Organizational Goals
The following graphic shows who can change locked and unlocked organizational goals:
Locked Goals
Only Practitioners can unlock or modify
Modifications display to all assignees, affect all records assigned to that goal
Managers can only assign to individual direct reports as personal goals
Unlocked Goals
Managers can modify and assign as team or personal goals
Employees can modify when self-assigning
Any modifications that Practitioners make display only for employees who are later assigned the goal

39. Overview of the Performance Goal Cycle
1. Practitioners, Managers and Employees create Performance Goals
2. Practitioners and Managers assign Performance Goals to employees
3. Practitioners turn on Performance Goals in the Review Form
4. Practitioners create the Performance Review Plan that uses the Review Form
5. Practitioners and Managers attach Performance Goals to the Performance Review
6. Practitioners assign Ratings and Weightings to the Performance Goals
Overview of the Performance Goal Cycle
The following graphic shows the performance goal cycle at a high level:
1. Practitioners, Managers and Employees create Performance Goals
2. Practitioners and Managers assign Performance Goals to employees
3. Practitioners turn on Performance Goals in the Review Form
4. Practitioners create the Performance Review Plan that uses the Review Form
5. Practitioners and Managers attach Performance Goals to the Performance Review
6. Practitioners assign Ratings and Weightings to the Performance Goals

40. Who Can Create the Different Types of Performance Goals?
Organizational
Practitioners create locked and unlocked organizational goals
Starting Point: Setup > Tools > Validation Tables > Performance Goals
Team
Managers create team goals
Managers can change unlocked organizational goals
Starting Point: My Team > Talent > Performance Goals
Individual
Practitioners and Managers can create individual goals on behalf of employees
Managers and employees can change unlocked organizational goals
Starting Point: Myself> Talent > Performance Goals
Who Can Create the Different Types of Performance Goals?
The following graphic shows who can create the different types of performance goals and the starting point for creating each type of goal:
Practitioners set up goals in the Performance Goals Validation table for the organization. They access the Performance Goals Validation table from the Setup menu.
Managers can then align team goals with the organizational goals. Managers access Performance Goals from the My Team menu.
Practitioners, Manager and Employees can all create personal goals. The starting point for each role is different.

41. Accessing Performance Goals
Starting Point: Process > Talent > Performance Goals

42. Hands On Practice: Creating and Assigning Performance Goals
Log in as the Practitioner Review the Organizational Performance Goals Available Mass assign an organizational goal to employees
Refer clients to pages 37 to 40 in the Handout Manual.
Highlight this important tip for clients:
Tip for Creating Goals:
If you want to copy and paste goals details outside of ADP Workforce Now Performance Management, use Notepad rather than Microsoft Word. Using Microsoft Word may generate error messages when you try to save a goal or complete a review because it preserves rich text formatting.
Begin the activity.
You have 10 minutes to complete the activity.

43. Additional Resources for Performance Goals
Refer to the following web-based training to view the end-to-end experiences for both Managers and Employees when using the Performance Management module:
Performance: The Manager’s Experience
Performance: The Employee’s Experience
Remind associates to check iSucceed for updates to the training materials. The curriculum is ADP Workforce Now Performance Management (V12, Canada).
Additional Resources for Performance Goals
Refer to the following web-based training to view the end-to-end experiences for both Managers and Employees when using the Performance Management module::
Performance: The Manager’s Experience
Performance: The Employee’s Experience
Show clients where to access and launch the WBTs for Managers and Employees. Do not review the WBTs in class.
DEMO

44. Module 2: Summary
Today, we explored the following topics related to review activities the Practitioner completes outside of the Performance Dashboard:
System options
Job Competencies
Approval Workflows
Performance Goals
How confident are you with the review activities outside of the Performance Dashboard?
What questions do you have?
Instructors: Please write down questions clients have. If the topic will be covered later in the course, let clients know that the topic will be covered later. If the topic is not covered, ensure to pass on that information to the Design team.

45. Course Outline
Module 1: Introduction to Performance
Module 2: Review Activities outside of the Performance Dashboard
Module 3: Review Activities in the Performance Dashboard
Module 4: Tools and Resources
We just completed Module 2: Review Activities outside of the Performance Dashboard. Now we’ll look at the review activities you need to do in the Performance Dashboard to set up and manage reviews.

46. Review Activities in the Performance Dashboard
Module 3
Review Activities in the Performance Dashboard

47. Overview of Review Activities in the Performance Dashboard
Create the Review Form
Create the Review Plan
Prepare the Review for distribution
Distribute the Review
Approve the Review
Close the Review Cycle
Overview
Now that we’ve completed the activities to be performed outside of the Performance Dashboard in the previous module, there are also a number of activities to be completed in the Performance Dashboard.
First, create the Review Form.
After creating the Review Form, create the Review Plan to go with it.
Prepare the review for distribution.
Distribute the review.
When Managers and Employees complete their parts in the review cycle, approve the review.
Lastly, close the review cycle.
Each of the activities consists of related tasks, and they are covered in detail next.

48. Creating the Review Form
Involves four steps 1
Use a Template Review Form
Or choose a blank Review Form 2
Work with questions and key performance indicators
Turn on Goals
Turn on Competencies
Turn on the Rating Scale 3
Weight the elements of the review
Add instructional text to the review that employees see when completing the review 4
Make the Review Form available for use
Creating the Review Form
Review forms are documents that contain performance standards used to evaluate employees’ performance. Reviewers and employees use the same form to evaluate performance. Creating the Review Form involves four steps:
Use a Template Review Form or choose a blank Review Form.
Within the Review Form, work with questions to add, remove or reorder as required and key performance indicators, and turn on Goals, Competencies and the Rating Scale.
Weight the elements of the review. Ensure that the weighting for the elements totals 100%. Add instructional text to the review that employees see when completing the review.
Make the Review Form available for use. Prepare the Review Form for distribution then distribute it.

49. Guidelines for Selecting Questions for Review Forms
Questions that display on the pre-supplied Review Form are included in the form unless you remove them.
When you create questions to add to the form, you can designate them as Key Performance Indicators (KPIs) or make them rated questions.
You can edit pre-supplied questions by copying them and then editing them.
Created and edited questions display at the bottom of the question bank list.
You must select created and edited questions in the Question Bank in order to add them to the form.
Selecting Questions for Review Forms Guidelines
Questions that display on a pre-supplied Review Form are included unless you remove them.
When you create questions to add to a Review Form, you can designate them as Key Performance Indicators (KPIs) or make them rated questions. Key Performance Indicators (KPIs) are performance measures used to evaluate the success of a particular activity, while rated questions are questions on a Review Form that require you to assign a rating.
Ask clients to differentiate between KPIs and rated questions. Refer them to the Terminology Job Aid if they need help. Write down the difference between the two terms on the white board.
You can edit pre-supplied questions by copying them and then editing them.
Created and edited questions display at the bottom of the Question Bank list.
You must select created and edited questions in the Question Bank to add them to a Review Form.

50. What Is the Question Bank?
A list of pre-supplied questions and key performance indicators for review
Questions from the Question Bank are displayed in the Question section of the Annual and New Hire Review Forms
Questions are also available when you turn on the Questions and Key Performance Indicators section of a blank Review Form.
What Is the Question Bank?
ADP Workforce Now Performance Management provides a list of pre-supplied questions and key performance indicators for reviews in the Question Bank. These questions are displayed in the Question section of the Annual and New Hire Review Forms, and are also available when you turn on the Questions and Key Performance Indicators section of a blank Review Form.

51. What Is the Question Bank? (cont.)
Two ways to access: 1 2
What Is the Question Bank? (cont.)
There are two ways to access the Question Bank:
Directly from the Review Form when you click Add Questions
From the Question Bank menu item in the Performance Dashboard.

52. What Are Key Performance Indicators (KPIs)?
Performance measurement used to evaluate the success of a particular activity
Performance provides several KPIs to include in Review Forms
What Are Key Performance Indicators?
KPIs serve as performance measurement to evaluate the success of a particular activity. They are identified in the Question Bank with the initials KPI beside them.

53. Examples of Key Performance Indicators
They are identified in the Question Bank with the initials KPI beside them in the Category column as shown here:

54. How Do I Filter KPIs? How Do I Filter KPIs?
You can also filters KPIs available in a Review Form.

55. What Are Rated Questions?
Review questions that require a rating as part of the response
Performance provides several rated questions
Rating weight needs to add up to 100%
What Are Rated Questions?
Rated questions are review questions that require a rating as part of the response. They appear in the Questions and Key Performance Indicators section of the Review Form. The Rating weight needs to add up to 100%.

56. Example of Rated Questions
They appear in the Questions and Key Performance Indicators section of the Review Form as shown here:

57. How Do I Identify Rated Questions?
Distinguished with the Dashboard icon in the Category column of the Question Bank
How Do I Identify Rated Questions?
Distinguished with the Dashboard icon in the Category column of the Question Bank

58. Activity: Help! How Do I Know Which Elements to Include in a Review Form?
Question # 1: All of our employees get the same performance review. What should I include in the Review Form?
Answer: Use ______________ if all employees get the same performance review.
Question # 2: All of our employees are assessed on different performance criteria. What should I include in the Review Form?
Answer: You must use ___________ if all employees are being assessed on different performance criteria.
Question # 3: Employees with the same job title are assessed on the same performance criteria. What should I include in the Review Form?
Answer: Use ____________ for all employees with the same job title that are being reviewed on the same criteria.
Help! How Do I Know Which Elements to Include in a Review Form?
Review these frequently asked questions for Review Forms, and ask the class to which elements to include in the Review Form. Give them 5 minutes for the activity.

59. Activity Answers: Help
Activity Answers: Help! How Do I Know Which Elements to Include in a Review Form?
Question # 1: All of our employees get the same performance review. What should I include in the Review Form?
Answer: Use Questions if all employees get the same performance review.
Question # 2: All of our employees are assessed on different performance criteria. What should I include in the Review Form?
Answer: You must use Goals if all employees are being assessed on different performance criteria.
Question # 3: Employees with the same job title are assessed on the same performance criteria. What should I include in the Review Form?
Answer: Use Competencies for all employees with the same job title that are being reviewed on the same criteria.
Help! How Do I Know Which Elements to Include in a Review Form?
Class activity: Write the words Questions, Goals and Competencies on the whiteboard. Review these frequently asked questions for Review Forms, and ask the class to help you determine which elements to include in the Review Form:
Question # 1: All of our employees get the same performance review. What should I include in the Review Form?
Answer: Use Questions if all employees get the same performance review.
Question # 2: All of our employees are assessed on different performance criteria. What should I include in the Review Form?
Answer: You must use Goals if all employees are being assessed on different performance criteria.
Question # 3: Employees with the same job title are assessed on the same performance criteria. What should I include in the Review Form?
Answer: Use Competencies for all employees with the same job title that are being reviewed on the same criteria.
Tell clients to refer to page 41 in the Handout Manual for future reference. 

60. Hands On Practice: Creating the Review Form
Log in as the Practitioner Select the Template Annual Review Form Work with Questions in the Review Form
Work with Goals, Competencies and the Rating Scale in the Review Form
Make the Review Form Available for Use
Hands On Practice: Creating the Review Form
Refer to pages 50 to 54 of the Handout Manual.
Remind clients that rating scales are set up directly within the Review Form.
Instructions
Before beginning the activity, ask:
Who remembers how to navigate to the Performance Dashboard?
Answer: Process > Talent > Performance Dashboard
How do you get to the page on which you create Review Forms?
Answer: From the menu, select Review Forms.
How do you begin the process of adding a Review Form?
Answer: Click Add New Form and then select the type of Review Form.
Begin the activity.
You have 10 minutes to complete the activity.

61. Creating the Review Plan
Overview
Review plans define the review strategy, including:
How
Who
When
Creating the Review Plan
Overview
Review plans define the review strategy, including:
How the review will be conducted
Who will be included in the review
When the review will take place

62. Creating the Review Plan (cont.)
1. Select the Review Form
2. Enable Planned Distribution
3. Select employees for the review
4. Define a target completion date for the review
5. Set up review milestones
6. Make the Review Plan available for use
Creating the Review Plan (cont.)
The following graphic shows the order in which a Review Plan is created.

63. What Does a Review Plan Look Like?
Let participants know that the Review Plan appears on a single page in their handout manuals. In the slides, first we show the upper portion, then the bottom portion on the next slide.

64. What Does a Review Plan Look Like? (cont.)
Bottom portion of the Review Plan

65. What Is Planned Distribution?
Requires the reviewer to rate direct reports according to a predefined distribution curve
Helps managers to identify stronger and weaker employees
What Is Planned Distribution?
Planned Distribution requires the reviewer to rate employee according to a predefined distribution curve. This method helps managers to identify stronger and weaker employees. Here’s an example of a Distribution Curve set up for an Annual Review Plan:

66. What Are Milestones?
Milestones represent a due date for each task in the review process. ADP Workforce Now includes the following milestones for performance reviews:
Notification to begin review cycle
Practitioner distributes Review Forms
Reviewer distributes forms to employees
Self-evaluations
Reviewer completes and submits review
Approver finalizes
Reviewer shares review with employees
Employee acknowledges review
Set reminders in days or weeks for all milestones.
What Are Milestones?
Milestones represent a due date for each task in the review process. ADP Workforce Now includes the following milestones for performance reviews:
Notification to begin review cycle
Practitioner distributes Review Forms
Reviewer distributes forms to employees
Self-evaluations
Reviewer completes and submits review
Approver finalizes
Reviewer shares review with employees
Employee acknowledges review
You can set reminders in days or weeks for all milestones.
Here’s an example of what your milestones look like when they are set up in a Review Plan:

67. Example Milestones Example Milestones
Here’s an example of what your milestones look like when they are set up in a Review Plan:

68. What Are Milestones in the Preview Timeline?
Visual representation of the milestones in your review cycle
What Are Milestones in the Preview Timeline?
Milestones are also shown in a Preview Timeline, which is a representation of your review cycle based on the milestones you set up:

69. Hands On Practice: Creating the Review Plan
Associate the Annual Review Form with the Review Plan Enable Planned Distribution
Select Employees for the Review Plan and Define a Target Completion Date
Set Up Milestones for the Review Plan
Make the Review Plan Available for Use
Hands On Practice: Creating the Review Plan
Refer to pages 61 to 66 of the Handout Manual.
Instructions
Before beginning the activity, ask:
Who remembers how to navigate to the Performance Dashboard?
Answer: Process > Talent > Performance Dashboard
How do you get to the page on which you create Review Plans?
Answer: From the menu, select Review Plans.
How do you begin the process of adding a Review Plan?
Answer: Click Add Review Plan and then select the Review Form created in the previous activity.
Begin the activity.
You have 10 minutes to complete the activity.

70. Preparing to Distribute the Review
Select Reviews from the Performance Dashboard menu.
Data Coins are displayed on the Dashboard to indicate the number of reviews:
In Progress
In Preparation
Schedule
Historical
Preparing to Distribute the Review
When preparing to distribute the review, select Reviews from the Performance Dashboard menu. Data Coins are displayed on the Dashboard to indicate the number of reviews:
In Progress
In Preparation
Schedule
Historical

71. Example of Data Coins in the Performance Dashboard
Here is an example of a Review shown in the Performance Dashboard and its corresponding Data Coins:

72. Attaching Goals to Performance Reviews
Attach goals to the Employee reviews (Organizational, Team, and Personal) from the starting point People > Talent > Performance Goals > Reviews & Weightings page for Practitioners, and from the starting point My Team > Talent > Performance Goals > Reviews & Weightings page for Managers.
Ensure that goals are turned on in the Review Form. Refer to the Creating the Review Form section of this document for details.
Attaching Goals to Performance Reviews
To ensure that goals are included for the review, there are two tasks to complete before you distribute the review:
Attach goals to the Employee reviews (Organizational, Team, and Personal) from the starting point People > Talent > Performance Goals > Reviews & Weightings page for Practitioners, and from the starting point My Team > Talent > Performance Goals > Reviews & Weightings page for Managers .
Ensure that goals are turned on in the Review Form. Refer to the Creating the Review Form section of this document for details.

73. How Do I View Review Details?
Select Reviews from the Performance Dashboard menu.
Click the name of the review.
How Do I View Review Details?
To view the details of a review, select Reviews from the Performance Dashboard menu. Click on the name of the review. The Review Detail is displayed as shown here:
Refer to the topic Statuses, Descriptions and Actions You Can Take for a list of the tasks you can do from the Actions menu in the Employee list depending on the status of the review plan.

74. Hands On Practice: Attaching Goals to a Review
Log in as the Practitioner
Attach a Goal to the Review for Samuel Barbato
Assign Ratings and Weightings to the Goal for the Manager, Samuel Barbato, and two employees, Peter Biggins and Edward Bonner (Production Staff)
Hands On Practice: Attaching Goals to a Review
Refer to page 69 of the Handout Manual.
Instructions
Before beginning the activity, ask:
Who remembers how to navigate to Performance Goals?
Answer: Process > Talent > Performance Goals
How do you get to the page where you attach goals to a review?
Answer: Select Ratings & Weightings.
Begin the activity.
You have 10 minutes to complete the activity.

75. Hands On Practice: Preparing the Review for Distribution
Log in as the Practitioner
Prepare the Review in Advance
Hands On Practice: Preparing the Review for Distribution
Refer to page 70 of the Handout Manual.
Begin the activity.
You have 5 minutes to complete the activity.

76. Distributing the Review
Two ways to distribute the review when you are ready:
Distributing the Review
There are two ways to distribute the review when you are ready:
Select Distribute Reviews in the upper-right corner of the Review Details
Select Distribute Reviews from the Practitioner Milestone in the Timeline

77. How Do I Monitor the Progress of a Review?
Use the timeline to monitor the progress of a review.
Click the various milestones to view the progress for a particular milestone.
How Do I Monitor the Progress of a Review?
Use the timeline to monitor the progress of a review. Click the various milestones shown in the timeline to view the progress for a particular milestone as shown in the following examples:
Refer participants to their handout manuals for additional examples of milestones.

78. What Can I Do with a Review Depending on Its Status?
Description
Actions You Can Take
Scheduled
Review is in the future
Forms have not been distributed
Review name is orange
You can review the review details.
Modify or change the Review Form on the Review Form page
Modify the Review Plan on the Review Plan page
In Preparation
Review forms have been distributed to reviewers; first milestone not yet delivered.
Review name is blue
Edit milestone dates as long as they are not completed
Modify the planned distribution
Assign employees to reviewers
Assign competencies to job titles
Assign goals to employees
Manage contributors
Terminate the review
Distribute forms to reviewers and employees
What Can I Do with a Review Depending on Its Status?
The following table shows the statuses, descriptions and actions you can take with Review Plans:

79. What Can I Do with a Review Depending on Its Status? (cont.)
Description
Actions You Can Take
In Progress
Review forms are distributed but the review cycle is not completed.
Review name is blue
You can monitor milestones to completion.
Edit the milestone dates as long as they are not completed
Assign employees to reviewers
Manage contributors
Terminate the review
Historical
The review is completed
None

80. Who Completes Reviews? The Review Form Players Who Completes Reviews?
Employee
Contributor
Reviewer
Who Completes Reviews?
The Review Form Players
Let's review the players who may complete the Review Form. Depending on your company's performance review policies, there may be as many as three key players the employee, if your company asks employees to evaluate themselves; contributors, if your company allows managers to ask others that the employee works with to provide an evaluation, and the reviewer, most likely the employee's manager, who evaluates employees' performance.
Regardless of how many players there are, everyone completes the same Review Form so that each person's contributions can be seen on the form.
Once reviews are distributed to reviewers, the reviewers can take actions, such as managing contributors. Managing contributors allows managers to include others, like peers or project managers, in the review process so that they can provide feedback on the employee's performance.
Once the reviewer completes all actions necessary to prepare for the employees' reviews, the reviewer is ready to distribute the reviews to employees and contributors the next milestone in this review.

81. Hands On Practice: Distributing the Review
Log in as the Practitioner, Donald East
Distribute the Review to the Reviewer
Log in as the Reviewer, Samual Barbato
Distribute the Reviews to the employees, Peter Biggins and Edward Bonner
Hands On Practice: Distributing the Review
Refer to page 76 and 77 of the Handout Manual.
Begin the activity.
You have 10 minutes to complete the activity.

82. Approving or Rejecting a Performance Review from the Message Centre
A Manager or a Practitioner can review, approve, and reject a review using the Message Centre.
Depending on the workflow that is set up, the status of the review is determined by the actions in the Message Centre.
Starting Points:
Message Centre Quick View > Actions > Approve
Message Centre Quick View > Actions > Reject
Approving or Rejecting a Performance Review from the Message Centre
A Manager or a Practitioner can review, approve, and reject a review using the Message Centre. Depending on the workflow that is set up, the status of the review is determined by the actions in the Message Centre.
Starting Points:
Message Centre Quick View > Actions > Approve
Message Centre Quick View > Actions > Reject

83. How Do I Close the Review Cycle?
When all reviews are approved and finalized, you close the review cycle that is In Progress.
Closing a review cycle moves the review to the Historical Reviews in the Performance Dashboard.
How Do I Close the Review Cycle?
When all reviews are approved and finalized, you close the review cycle that is In-Progress. Closing a review cycle moves the review to the Historical Reviews in the Performance Dashboard.
Note to Instructor: There are user experience changes currently being considered for development so this user interface may change per Org Readiness meeting on July 6, 2016.

84. What Is the Difference between Closing a Review Cycle and Terminating a Review Cycle?
Close a review cycle – Moves the review to the Historical Reviews section of the Performance Dashboard when all of the milestones for a particular review are met and the performance review cycle is completed.
Terminate a review - Delete the review cycle entirely. It is not visible after it is deleted. You cannot undo this change.
What Is the Difference between Closing a Review Cycle and Terminating a Review Cycle?
You close a review cycle when all of the milestones for a particular review are met and the performance review cycle is completed. When you close a review cycle, it is available in the Historical Reviews of the Performance Dashboard.
When you terminate a review, you delete the review cycle entirely. It is not visible after it is deleted. You cannot undo this change.

85. Hands On Practice: Closing the Review Cycle
Log in as the Practitioner
Close the Go Green Annual Review Cycle
Hands On Practice: Closing the Review Cycle
Refer to page 79 of the Handout Manual.
Begin the activity.
You have 5 minutes to complete the activity.

86. Module 3: Summary
Today, we explored the following topics related to review activities the Practitioner completes in the Performance Dashboard:
Creating the Review Form
Creating the Review Plan
Attaching Goals to a Review
Preparing to Distribute a Review
Distributing a Review
Closing a Review Cycle
How confident are you with the review activities in the Performance Dashboard?
What questions do you have?
Instructors: Please write down questions clients have. If the topic was previously covered in the course, return to where it was taught and give clients a summary. If the topic was not covered, ensure to pass on that information to the Design team.

87. Course Outline
Module 1: Introduction to Performance
Module 2: Review Activities outside of the Performance Dashboard
Module 3: Review Activities in the Performance Dashboard
Module 4: Tools and Resources
We have completed the three modules related to the Performance Management module. Now we’ll close the course with some tools and resources to help you while you’re on the job.

88. Module 4
Tools & Resources

89. Tools & Resources
ADP has excellent online resources starting with the ADP Client Service Centre
Easy access to:
The Bridge
ADP Workforce Now Support Centre
Year-end Centre
Remind associates to check iSucceed for updates to the training materials. The curriculum is ADP Workforce Now Performance Management (V12, Canada).
The ADP Client Service Centre is an online resource available to all ADP clients. Users can access a multitude of resources using this tool:
The Bridge: This is an ADP sponsored online community for ADP clients to share knowledge, skills and have questions answered by client/ADP within the community.
The ADP Workforce Now Support Centre: This is an online tool built directly into Workforce Now. The tool is designed to provide users with:
Step-by-Step procedures
Online documentation regarding a variety of subjects
Learning Bytes on a variety of subjects
The Year End Service Centre, including reference materials and forms.
Accessing and Navigating the Client Service Centre
Step Action
1 Use your Internet browser to log into
2 Select the Client Service Centre login, located in the upper-right corner of the page.
3 Enter your company code and address, and then select Login.
Result: The Client Service Centre home page displays.
4 Locate the ADP Workforce Now registration area within the Client Service Centre.
Select the Learning Bytes link located under the title Training.
Results: The Welcome to the Learning Bytes Library page appears, and the Learning Bytes section expands to display all products that have Learning Bytes.

90. The Bridge
The Bridge is an exclusive online community for ADP clients. This community connects HR and Payroll practitioners from across Canada and provides an environment where users can ask questions, find answers, and network with peers. The community is free, always available, and is an excellent resource for support on a variety of subjects.
Benefits to Registering for the Bridge
Allows Payroll practitioners and HR professionals like you to connect, engage and share information in an easy-to-use, fully accessible online forum.
Acts as an additional resource for support, frequently asked questions and information for ADP clients of all sizes using all products.
Always on, for 24/7/365 access anywhere in Canada.
Easy to use.
The Bridge
The Bridge is sponsored by ADP, and is an exclusive online community for ADP clients. This community connects HR and Payroll practitioners from across Canada and provides an environment where users can ask questions, find answers, and network with peers. The community is free, always available, and is an excellent resource for support on a variety of subjects.
Benefits to Registering for the Bridge
Allows Payroll practitioners and HR professionals like you to connect, engage and share information in an easy-to-use, fully accessible online forum.
Acts as an additional resource for support, frequently asked questions and information for ADP clients of all sizes using all products.
Always on, for 24/7/365 access anywhere in Canada.
Easy to use.
Accessing and Registering for the Bridge
Step Action
1 Use your Internet browser to log into
2 Select the Client Service Login, located in the upper-right corner of the page.
3 Enter your company code and address, and then select Login.
4 Select The Bridge, from the menu on the left.
Result: An overview of what The Bridge is displays.
5 Click the Visit The Bridge link located at the bottom of the overview to register.

91. The ADP Workforce Now® Support Centre
You can access to this tool 24/7. This tool provides a variety of help:
Step by Step instructional information.
Learning Bytes (short 2-3 min instructional videos) on a variety of topics.
Documentation providing you with specific details about the topic searched.
You can access to this tool 24/7. This tool provides a variety of help:
Step by Step instructional information.
Learning Bytes (short 2-3 min instructional videos) on a variety of topics.
Documentation providing you with specific details about the topic searched.
Accessing and Searching the ADP Workforce Now Support Centre
Step Action
1 Select the Support link, located on the top right of the screen.
2 Type Payroll into the search field, and then select Enter or the "Magnifying Glass" icon to begin the search.
Results: All topics with Payroll display
3 Review the available resources.
5 Select the Knowledge tab and select the Processing Payroll for Multiple Companies.
Results: A second window opens and the Learning Byte plays.
6 When completed, select the back to support link to return again to the search screen.

92. Thank You! It was my pleasure to work with you today!
Course Name: <insert course name>
Instructor name: <insert name>
Date: <insert date>
Please add your name and date to the slide before starting the training. Mention the survey (which will pop up as soon as the class is over).

93. Break Length of break: Instructions:
Use this when there should be a break in the course. Leave a slide at the end of the presentation so that trainers can use at their own discretion.
Make sure bullets are in the template color