Given the large variety and structure of teams, strategies for goal development can be approached in a variety of ways. Please keep in mind the following important considerations when deciding how to set the most effective goals for yourself and/or your team members. Goals should be:

• Measurable: How will you and your supervisor know when it is accomplished? How will it be measured, through qualitative or quantitative indicators?
• Actionable: What are the actions the employee will take to make progress on this goal in the agreed upon timeframe? Does the employee have control over the outcome?
• Tied to organizational priorities.

Additional Resource: Smart Goal Setting Worksheet

Goals should be specific to each employee and have identifiable measures. Goals can be aligned with individual job responsibilities, professional development, or the employee core competencies.

Examples include:

• New skills, knowledge, or experiences in support of individual growth
• Key job responsibilities
• Special projects or initiatives
• Stretch assignments
• GVSU contributions such as committee service, mentoring, community of practice participation, etc.

For goals set for a single quarter, quarterly check-ins create the opportunity to reflect on what/how results were achieved, with future goal planning as the next step. For goals set that span over multiple quarterly goal periods or the full year, quarterly check-ins can serve as mile markers on the goal completion journey, focused on what/how results are being achieved through this longer form of planning. If you meet more regularly for one-on-ones goals may also be discussed during those meetings as required.

Goals are identified and described in detail including specific measures during the Quarterly Goal Setting process. As priorities change, goals may need to be updated. As such, goals can be revisited and updated at any time through an employees worker profile under the Performance section. However, any changes should be discussed and reviewed in a standard 1:1 meeting to ensure shared awareness between employees and supervisors. Notes on what has changed or been updated should also be captured within the goal so you can review progress and any challenges encountered holistically.

Performance calibration is a process of defining and clarifying the definitions of ratings with the aim to make reviews fair and consistent, reducing subjectivity of performance ratings for direct reports across supervisors and departments. It typically takes place during one scheduled meeting with Human Resources and the supervisors in the department. At GVSU, calibration does not mean forced distribution. Approval has been received to conduct at the AO/EO level this year and will be revisited after the initial rollout for future planning and opportunities.

Yes. Until June 30, 2024 you can still login and download prior reviews from the PageUp system. After that, historical records for any reviews that were completed have been moved to OnBase and your HR Business Partner can assist in pulling necessary records upon request.

You can locate historical Workday performance reviews under your worker Profile > Performance > Performance Reviews (tab). For historical records from previous performance review systems, please contact your HR Business Partner and they can pull and share prior review data that has been recorded.

Note: Only completed review data from prior systems will be on record, so if your review was never moved to the final completed stage there will not be a record on file.

Yes, when goals are completed through the guided review task. If goals are entered or updated at any time throughout the review cycle through the employee Profile, then Performance section, then they are not routed for formal supervisor approval. These updates or additions should be discussed/reviewed during a regular one-on-one so there is a shared understanding of all entered goals and/or changes.

Yes. When you view each individual goal, you can review the history of changes and actions for the goal. This will include the individual that made changes to your review, such as you or your supervisor. It is best practice to have employees be the one to enact changes or updates to their goals. Supervisors can assist in making edits on the review items as needed/requested.

The detailed information page on the employee core competencies is available through Human Resources. This website includes definitions and examples of observable and measurable knowledge, skills, abilities, and personal attributes for all employees and leaders with direct reports.

As we continue to rollout learning opportunities for the employee core competencies, we are not yet rating each competency individually on the performance review. We are asking employees to think about linking to competencies to existing goals and making the connection between the competencies and their regular work duties and responsibilities.

No. It is recommended you consider your goals and select the applicable core competencies that apply to each one. We strongly recommend connecting at least one core competency to each goal; however, it is not required.

Not formally at this time. There are some feedback features within Workday that we hope to implement with future review cycles that allow for more formal opportunities to receive feedback from others including direct reports. However, there is not an identified timeline for utilization of these features just yet.

The due date field can be used to select any date from the calendar selection tool or by typing in a date using the MM/DD/YYYY format. You would simply enter or select the applicable due date that falls within another quarterly review period or at some point during the annual review cycle.

It is recommended that you meet as close to the goal setting period as possible. However, Workday Performance offers the flexibility to review and discuss goals with your supervisor at a time that is most convenient to you both and fits within your regularly scheduled one-on-one meeting cadence.

No. Supervisors will be able to search for their staff member and navigate to that individual’s Performance section to be able to review performance goals and details. Only the supervisor of record in Workday will be able to see the information for their direct reports. This information is not publicly available in Workday to other employees.

Workday only has one page to enter goals, then a summary page to review it before the goal setting is submitted to the manager.

After entering a goal, you will need to scroll back up to the top of the page to the “+ Add” button or you can click on the three vertical dots at the top of the entered goal and select “Add 1 Above” or “Add 1 Below” to add an additional goal above or below the current one.

If you click the “Next” and “Submit” buttons too quickly before you have finished entering goals, the goals will be submitted to your supervisor for review. Since there aren’t as many pages to navigate through in the Workday system you will want to go a little slower as you become familiar with the new format, so you don't advance it before you’re ready.

Goals will not show up under the employee profile Performance page until they have been approved by the supervisor.

In Workday, sending reviews back is an easy process and in the control of supervisors. If you need to have the review sent back, you’ll need to reach out to your supervisor to ask them to navigate to their summary page and click “Send Back”. They will be required to enter a reason before they can send it back. It can be simple like typing “incomplete” in the reason box.

Goals will not be visible on the employee profile under the Performance section until they have been approved by your supervisor, or the quarterly goal setting task has been closed by Talent Management. Please connect with your supervisor to discuss your quarterly goal setting, so they can approve and appear on your employee profile.

Yes. In the Workday "Search" bar type in "employee review status summary" and click on the report. You will be asked to enter the following details:

• "Review Templates" - You will want to identify if you are looking for "quarterly goal setting" or "annual performance review" information. You can select multiple options as desired. Navigate through the following prompts: Active Review by Type > Performance Reviews > Quarterly Goal Review and/or Annual Performance Review > Select the applicable checkboxes for the review type.
• "Start Date On or After" - Enter the start date of the applicable quarter or annual review period. Please reference the timeline table at the top of the page that includes dates.
• "Start Date On or Before" - This is an optional field and may be left blank.

The table returned in the report will provide you with the number of reviews at each status of the review process, as well as the total number of reviews. To view the detailed list with employee names at each status, click on the hyperlinked number under the applicable status column and a pop up window will open with the list of employee names at that step in the review process. 

Yes. You can see performance details for employees below you in your supervisory organization and pull reports as needed.

• 2 Month MGS/PSS Staff Evaluation
• 4 Month MGS/PSS Staff Evaluation
• 6 Month MGS/PSS Staff Evaluation

When complete, please send the Probationary Evaluation Form to your HR Business Partner.

• 3 Month DPS Evaluation
• 6 Month DPS Evaluation
• 9 Month DPS Evaluation
• 12 Month DPS Evaluation

When complete, please send the Probationary Evaluation Form to your HR Business Partner.

• 12 Month AP Staff Evaluation

When complete, please send the Probationary Evaluation Form to your HR Business Partner.