1. Set performance goals.
You and your manager set performance goals and upload into Workday.
During the annual performance cycle, you will partner with your manager to:
2. Plan for your professional development.
You and your manager identify development goals and create individual development plans, which can be uploaded in the Goals section of Workday.
3. Evaluate your overall performance.
You and your manager evaluate results against performance goals and assess demonstrations of the competencies.
4. Ongoing feedback
Throughout the year, your manager will provide — and you should ask for — coaching and feedback.
The core values established by Acme set the parameters for what we do on a daily basis. How we do it is defined by our Core Competencies. Any company can offer a set of values and a strategy, but what sets Acme apart is our ability to go beyond unique values and goals.
Competency assessment
At year-end, the performance evaluation and development planning processes include a competency assessment. You will be evaluated on your demonstration of the core competencies using a behavior-based rating scale that describes what it looks like to meet, exceed, or not meet expectations for each competency. Results of year-end competency assessments will account for a percentage of your overall performance rating.
Performance goals are meant to be challenging, measurable, and within the scope of our roles. They should also be aligned with department and company goals. They describe what we do and the key deliverables and results expected during the course of the year. All goals should be captured and tracked within Workday.
Learn how to set high-performance goals!
Check out the Goal-Setting Training Module to learn more.
Goal setting tips
| Limit your performance goals to 5, listing supporting tasks within each goal description. | ||||
| In the description, explain the expected outcome/deliverable, describing what successful completion looks like and how it will be measured. | ||||
| Update your goals in Workday quarterly to ensure you get credit for all your work at the end of the year. | ||||
| Track results and accomplishments in the Comments section of your goal form, which will carry into your Performance Review. |
At Acme, your performance is evaluated and rewarded based on what you achieve and how you perform your work.
A consistent evaluation process based on the “what” and “how” of work ensures that:
- You know exactly where you stand, what you did well, and what you need to do to improve.
- Your manager can reward you for strong performance.
- Your manager has a fair and objective way to make staffing and promotion decisions.
At the end of the fiscal year, your performance will be evaluated based on two factors:
- Results against each of your performance goals: 60% of the performance rating
- Demonstration of the core competencies as measured by year-end competency assessments: 40% of the performance rating
These factors will translate into one overall performance rating, which will drive the compensation planning process and determine your rewards. All performance evaluation tasks are completed within Workday.
Check it out!
Check out the performance evaluation calendar for details on timing and due dates in this year’s performance cycle.