Goal/Expectation Setting

Process

Performance management provides a framework for managers and employees to talk throughout the year about goals, expectations, performance and professional development. This flexible, interactive process begins with the setting of clear expectations—a foundation for successful performance.

The best goals and expectations are clear-cut and easy to understand (see What are SMART goals? below). In building them, consider not only what the employee will accomplish (task or outcome), but also how they will accomplish it (behaviors/competencies). Be sure to identify the competencies that one will need to carry out their work.

Not every position is assessed in terms of goals. However, all individuals have essential responsibilities, and perform specific tasks and other assignments. At this stage in performance management, identify goals or expectations for the coming period. We encourage employees to participate in at least one development opportunity per performance cycle. Consider on-the-job training, developmental feedback and exposure to new situations and activities, as well as formal training programs.

Workday Steps

1: Human Resources initiates process

2: Employee receives Workday inbox item to initiate goal setting

3: Employee enters goals and/or task responsibilities (Note: manager and employee may engage in conversation as needed to develop a comprehensive list)

4: Employee completes action by submitting in Workday

5: Manager receives Workday inbox item to review employee-submitted goals or tasks and makes edits as needed

6: Manager meets with the employee before submitting final goals and/or tasks (Note: manager and employee must meet to review before goals and/or responsibilities are finalized)

Job aids

For Employees

For Managers