1. Please review these important Webinar Etiquette guidelines
Welcome to the Performance Management FY17 Year-End Review In Workday Call This webinar will begin shortly
Please review these important Webinar Etiquette guidelines
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Talking Points
It is important to remind everyone about the Webinar etiquette
Run through the a couple of guidelines, how to mute, not placing phone on hold
How to raise hand if there is a question

2. Talent & Performance Management In Workday FY17 Year-End Review
Talking Points
Welcome everyone
Verify everyone is able to log into the web portion (if completing virtually)
Ask them to place their phones on mute to eliminate background noise (if completing virtually)
Remind them to download the Quick Reference Guides and have them available to reference during the session
Provide them with a copy of the PowerPoint so they can take notes, if needed
Employee & Manager Version
January 2017

3. Agenda Performance Management Audience The Timeline
What’s New For FY17 Reviews
FY17 Year-End Performance Review Process
Overall Process
Employee Self Evaluation
Manager Review
Manager Sign Off
Talking Points
Review the agenda
Performance Management Audience
Reminder on who will be completing year-end reviews in Workday as well as setting development plans
The Timeline
We will review the timeline for completing reviews
What’s New For FY17 Reviews
If you previously used Workday for reviews, we will review what is different for the year end review this year
FY17 Year-End Performance Review Process
Overall Process
Overview of the process between an employee and manager
Employee Self Evaluation
Employees will start the process with a goal review
Employees will update the development plan
Manager Evaluation
Managers will complete the goal review of each employee
Manager can review the development plan which is inside of the review template
Sign-off Process
Managers will sign-off on the review

4. Audience (Performance Management Process – Workday)
FY17 Year-End Review
Employees who are currently leveraging Workday for Performance
Management : (Only for Countries who requested)
Management & Senior Management
Human Resources individuals
Senior Non-Management individuals
Other discretionary employees, as instructed by Local HR department
Talking Points
Highlights of who the audience is for the FY17 YE Review

5. What’s New for FY17 Year-End Reviews
UTi Values section has been removed and Employee Goals now make up 100% of the Performance Review weighting.
Talking Points
We have simplified the current review process. The purpose of the change is to help both team members and managers maximize their time together in an engaging, meaningful performance review discussion

6. FY17 Year-End Review The Timeline Talking Points
Important to emphasize the timelines
Encourage participants to complete the process as soon as possible. Most people tend to leave it until later

7. The Process – Year-End Review
Sign - Off (Manager)
Self Review (Employee)
Manager Review (Manager)
Employee & Manager discussion
Talking Points
Three step process
We still maintain the simplified process
Employee step is in red
Manager steps are in blue
First step in the process starts with the employee
Employee will receive an from the Workday (after some other communications) advising them it is time to complete the review
The employee will complete their self review and complete a development plan
After they complete the review, it will go to the Manager
The second step is the Manager completes the review of the goals and development plan that the employee submitted
Before the manager submits the review the employee and manager should have a discussion with the employee regarding the review
After the discussion the manager signs off
Once the manager signs-off on the review, the Year End Review is considered complete in Workday

8. The Technology Talking Points
Now that we have looked at the process, let’s take a look at how it works inside of Workday
As we go through Workday, I will provide you with some background information and show you screen shots of the process in Workday

9. Employees Talking Points
Now that we have looked at the process, let’s take a look at how it works inside of Workday
We will look at how the process starts – with the employee

10. Employee - Self Review Notification
Employees will receive an from Workday advising them it’s time to complete their self review.
Click on the Inbox worklet.
Talking Points
Employees will receive an from Workday when the review is assigned
The task will appear in the Inbox
To begin the process the employee accesses the Inbox, locates the task and then Launches it

11. Employee - Review Process
Tips:
Guided Editor is good for new users
Summary Editor is good for experienced users
Talking points
There are two different navigation options
Point new employees to the Guided Editor option
The Guided Editor option will have all the help text displayed and will have a chevron view
The Summary Editor is a one page version of the review process. The help text is more hidden in this option
You can start and stop the review at any time and your work will be saved

12. Employee - Goals Review
Tips:
FY17 Goals will be automatically pulled into the FY17 Year End template if the goal due date is between 1 February 2016 and 31 January 2017 (and entered via the goal template
Click on Add to add goals
To add a rating and edit any comments, click the
button next to the goal.
Enter a weight for each goal.
The total weight of all goals
must equal 100.
Talking Points
Can navigate to each section by clicking the Chevron or by clicking the Next button at the bottom
Goals
Goals that have a due date between 1 February 2016 and 31 January 2017 are automatically pulled in
The Employee provides a rating for each of their goals
The employee enters comments in the Comments section under each goal

13. Employee - Development Needs
Tips:
Employees should have no more than three development items
Development plans should focus on the next 6 months
1) Click on Add to add development needs/activities
Talking Points
Employees start the development plan process
Development items entered at the mid-year will be displayed on the year end review
Development plans are not rated
Development plans can be updated and created outside the review process
Progress can be updated by managers and employees
Employees and managers can add, edit, update or change an employee’s development item
Development plan progress is displayed as either In Progress, Complete or Not Applicable
Development notes can be added under each item (via the status note) and/ or via the overall comment box on the bottom
Employees should have no more than three development items. However, form a Workday functionality, they can add as many development items as they need
2) To update a Development Item, click the pencil icon and update the status. You may also add any comments in the Comments box in the Employee Evaluation section.

14. Employee - Supporting Documents
Click on Add to add supporting document.
Tips:
Documents can be any size, format, type
No limit on the number of documents
Documents should support the information inside of the review
Talking Points
Documents can be any size, format, type, size
Documents can be added by employees or managers
Documents can be downloaded by managers or employees
There is no limit to the number of supporting documents
Documents that are added should support the information inside of the goal and competency review
Example – Some leaders may attach a copy of their 360 assessments
If there are no additional documents, this section can be left blank

15. Employee - Summary
Review entire self evaluation and Click the Submit button when you are ready
Talking Points
The employee can click the edit button to adjust any of the information that was previously entered
From this screen if you click the Guide Me button next to the Section heading, you will be able to see the Help Text
When the employee is ready, the employee will click the Submit button to send the review to the manager

16. Employee - Final Step Talking Points
After you submit the review, it will sent to your Manager to start the Manager review
Click the button to complete the process

17. Manager Talking Points
1. Now that we have looked at the employee process, let’s take a look at the Manager’s process in Workday

18. Manager - Review Notification
Manager will receive an from Workday advising them that the employee self review was submitted
Click on the Inbox worklet.
Talking Points
The manager will receive an from Workday after the employee completed the self review
The task will appear on the home page

19. Manager - Review Process
Tips:
Guided Editor is good for new users
Summary Editor is good for experienced users
Talking Points
After clicking open, the Manager will see the same set of instructions and screen as the employee
Just like the employee, for the initial implementation, ask individuals to choose the Guided Editor to ensure all help text is seen
There are two different navigation options
Point new employees to the Guided Editor option
The Guided Editor option will have all the help text displayed and will have a chevron view
The Summary Editor is a one page version of the review process. The help text is more hidden in this option
You can start and stop the review at any time and your work will be saved

20. Manager Goals - Review Talking Points
After clicking open, the Manager will see the same set of instructions and screen as the employee
Managers can click the edit button to edit or change any of the information
Managers will enter comments and a rating under each goal
Managers can see the employee comments but cannot edit them
Managers do have the ability to add, edit or cancel any of the employees goals
Goals will display automatically for manager to review and put comments

21. Manager – Development Needs
Tips:
Employees should have no more than three development items
Development plans should focus on the next 6 months
1) Click on Add to add or cancel any development item
Add manager comments here
View Employee comments here
Talking Points
Managers can add overall comments under the Manager Evaluation section (comments are not required)
Just like goals, Managers can add, change or cancel Development items in an employee’s review

22. Manager – Supporting Documents Review
Click on Add to add and review supporting document.
Tips:
Documents can be any size, format, type
No limit on the number of documents
Documents should support the information inside of the review
Attach documents by clicking on Attach
Talking Points
Documents can be any size, format, type, size
Documents can be added by employees or managers
Documents can be downloaded by managers or employees
There is no limit to the number of supporting documents
Documents that are added should support the information inside of the goal and competency review
Example – Some leaders may attach a copy of their 360 assessments
If there are no additional documents, this section can be left blank

23. Manager - Summary Manager add overall comments here
Click the Submit button when done

24. Manager - Close Process

25. Manager - Final Step
After the employee and manager have a discussion, the manager can sign-off on the review
Click on the Inbox worklet.
Talking Points
Complete the sign-off step after discussion with the employee
The review is not complete until the sign-off step is completed

26. Manager - Final Step Click the Edit button
Click the prompt next to Status
Click Acknowledge
Enter any comment s in the Comments box
Click the Submit button
Talking Points
In this step you are acknowledging that you had a discussion with employee
Once you submit the task, the process is complete

27. Recommended Completion Timelines
Jan 9 through Jan 31– Employee Self-Assessments
Feb 1 through Feb 28 - Manager Assessments
Feb 1 through Feb 28– Manager and Employee discussions and final submittal of reviews in workday

28. Questions & Support HR Helpdesk: https://uti.zendesk.com/hc/en-us OR
Talking Points
I am now going to open up the session for questions
Employees are encouraged to submit a ticket with the HR Helpdesk for assistance in the PM process.