Workday Goal Setting Review

Objectives 1. Review the new Performance Management cycle and performance criteria 2. Review Workday goal setting process 3. Review SMART Goals 4. Inform Staff of tools, templates, and additional training

What is Changing? Inconsistent Process & Practices Consistent Process & Practices

USC PERFORMANCE CRITERIA

Review Workday goal setting process

Log into Workday by going to employees.usc.edu Select the Workday icon

Go to your Inbox by selecting your photo Select Inbox

Find the Goal Setting task

You will have two options for entering your goals: Guided Editor Summary Editor

Review performance criteria

USC PERFORMANCE CRITERIA

Add your performance goal

Add a Goal Type in Goal title, description, due date, and status

Pull in a goal from a previous year

Same process as adding a performance goal

The Summary page will allow you to see all information on one screen, including: Performance criteria Performance goals Development goals Review all information in Summary view Click Submit to send your goals to your manager Manager will review, edit, and approve goals

Managers can also assign goals in the Team Performance worklet

Add the same goal to multiple employees

Goal Setting Benefits Cascade organizational goals Align team member goals Manage priorities Address development needs Keep employees engaged

SMART Goals S Specific Clearly defines the outcomes to be delivered and is agreed upon by the employee and manager in advance. M Measureable Achievement of the goal can be assessed by predetermined and applicable measurements. A Attainable The employee has the resources, time, and access to people, data, etc., to allow him/her achieve the goal. R Relevant The goal addresses work that is clearly aligned with the goals of the department, division, and organization as a whole. T Timely The goal clearly specifies a delivery date or schedule.

SMART Goals: Examples NON SMART Develop a wellness and health promotion initiative for staff. Improve project management skills. SMART By August 1, 2014, implement a new wellness and health promotion initiative for staff to decrease stress related issues with our staff members by 10%. Take the Project Management curriculum in Trojan Learn by December 31, and apply the relevant concepts while deploying our strategic plan to our entire organization by March 31.

SMART Tips When everything is a priority, Nothing is a priority. Do not confuse job responsibilities with goals. Job responsibilities are laid out in our job descriptions; goals describe outcomes needed to move the organization forward.

trojanlearn.usc.edu

Training Curricula: Managers PHASE 1 PLAN PHASE 2 DEVELOP PHASE 3 MONITOR PHASE 4 EVALUATE USC Intro to Performance Management Creating a High Performance Team Setting & Managing Priorities: Mission and Goals Achieving SMART Goals 1 hour, 15 min USC Individual Development Plan (IDP) Developing your Direct Reports Motivating Employees Passion & Energy Give Honest & Constructive Real Time Feedback Managing Performance Listen to your team 2 hours 25 min USC Performance Evaluations Performance Appraisal Essentials: Planning for Appraisals Preparing your Performance Appraisal Total: 1 hour, 1 hour, 20 20 min min

Training Curricula: Non Managers PHASE 1 PLAN PHASE 2 DEVELOP PHASE 3 MONITOR PHASE 4 EVALUATE USC Intro to Performance Management Creating a High Performance Team Setting & Managing Priorities: Mission and Goals Achieving SMART Goals 1 hour, 15 min USC Individual Development Plan (IDP) Managing your Career: Creating a Plan Passion & Energy The G Factor: Grit and Growth 1hour Receiving Feedback How to Give and Receive Upward Feedback Managing your Career: You and your Boss 2 hours USC Performance Evaluations Managing your Career: Leveraging the Performance Appraisal Preparing your Performance Appraisal Managing your Relationship Total: with 1 hour, your Boss 20 min 1 hour, 50 min

Questions?

References Cartoon Straight Road Clipart, Author Unknown www.clipartsheep.com Clipart, Author Unknown www.clipartbest.com Goal Setting: A Fresh Perspective, June 2012, Oracle White Paper. Performance Management, USC Talent Management http://www.usc.edu/dept/hr/tm/i performance management.html