Talent and Performance
Talent and Performance in Workday is where employee talent and career information is tracked and where performance, disciplinary, and non-disciplinary actions are recorded.
Related Learning Hubs:
Career Profile
The Career section of an employee’s worker profile houses their career information within Workday including education, certifications, skills, learning, training, languages, work experience, professional affiliations, and more.
Applications
- Team Talent and Performance – This application allows managers to track team expiring certifications, education information, performance outcomes, and review deadlines.
Tasks
- Add Education – Employees use this task to add or edit their education information. This task routes to an HR Partner for document verification and approval.
- Add Certification – Employees use this task to add, edit, or remove their certification information. This task routes to an HR Partner for approval.
Reports
- Team Certifications Expiring Soon or Expired – Managers use this report to view team member's certifications which are expired or are expiring soon.
- Team Education – Managers use this report to view team member's education.
For Employees:
For Managers:
What incentives do employees have to update the talent profile in addition to or instead of LinkedIn?
With talent information in Workday, managers are better equipped to help employees develop and meet their career goals. We want employees to feel empowered to map out their professional objectives and work towards them. Once we have a strong base of talent information in Workday, we will further explore ways to utilize talent information to connect people and opportunities across campus.
If a certification expires or is expiring, will the system send out a notice to update the information prompting the employee to retake the course/certification?
Yes, employees are alerted if their certification is expiring within 30 days.
Will talent information copy over from my resume?
No, talent information does not copy over from a resume. However, Talent Reviews will be launched near Go Live, during onboarding and yearly to help employees quickly update their talent information, in addition to being able to update Talent Information ad-hoc.
Performance Management and Reviews
Performance Management is a process by which managers and employees work together to plan, monitor, and review employee performance expectations and contributions to the success of the organization. It includes creating and managing goals and/or development items and completing performance reviews.
Applications
- Team Talent and Performance – Managers can use this application to access many of the reports and tasks used to manage team talent and performance.
Tasks
- Complete Self Evaluation – This task will arrive in the My Tasks section for employees to complete their self evaluation.
- Get Feedback on Worker – Managers can use this task to collect feedback on a worker from others within the organization. This feedback can be directly pulled into the employee's evaluation.
- Give Feedback – This task can be used to provide feedback to an employee. This feedback can be used as a part of a performance review.
- Start Performance Review – Managers can use this task to launch the Define Meets Expectations for Performance Factors or Define Meets Standards for Performance Factors templates for new hires or new additions to their teams.
- My Goals – Employees can use this task to add, edit, or remove goals they have assigned themself.
- Add Goal to Employee – Managers can use this task to cascade a goal to one employee, several employees, or their entire team.
- Add Additional Employee to Goal – Managers can use this task to assign an additional employee.
- Manage Organization Goals – Managers can use this task to add, edit, or remove goals specific to their organizations. These goals can then be cascaded to employees through the Add Goal to Employee task.
- Start Action Plan – Managers can use this task to assign an action plan to an employee for career growth.
Reports
- Team Goals – Managers can use this report to view a list of their teams' goals.
- Team In-Progress Performance Reviews – Managers can use this report to view a listing of the team members with in-progress performance reviews as well as the current step in the process.
- Team Completed Performance Reviews – Managers can use this report to view a listing of completed performance reviews for their team members.
How long will performance reviews be stored in Workday?
Performance Reviews remain on your worker profile. Access is limited to those with certain security access.
Can departments customize either entire review templates or specific competencies?
Templates and competencies are not customizable at the department level. The templates and competencies were designed to mimic those in current state with one template for UMCES, a leader and a non-leader template for UMES, and an exempt and nonexempt template for UMCP. We encourage departments to use items like supplemental performance factors and goals to track other performance objectives.
What happens if an employee does not complete a self evaluation, or a manager does not complete their evaluation?
Self evaluations are mass advanced for all employees during each stage of the review cycle. Notice is given to the employee that if they have not completed their self evaluation by this time, the self evaluation will be advanced to the manager evaluation without capturing the employee’s input. We also mass advance manager evaluations if not completed by a certain date.
Can the evaluation be modified after acknowledgement, and if so, is there a time limit?
The evaluation cannot be changed after the acknowledgement, the same way it cannot be changed after signing in the current state. However, managers can leave the task in their inbox and wait to submit if they have changes to make before the deadline. Additionally, during the End of Cycle/Annual review, the manager's manager is sent the performance review for approval. Here the manager's manager can send back the review to the manager if they feel there is more information needed. This layer of approval helps ensure the given evaluation is accurate.
Non-Disciplinary and Disciplinary Actions
Disciplinary and Non-Disciplinary Actions are the processes by which Managers work closely with Staff Relations to document employee violations, misconduct, or corrective actions. Disciplinary actions may include an oral reminder, written reprimand, suspension, and involuntary separation. Non-disciplinary actions include a letter of expectations, counseling, and a performance improvement plan.
Applications
- Team Talent and Performance – Managers use this application to access reports to track their teams non-disciplinary and disciplinary actions.
- Staff Relations Hub – Staff Relations Partners and Central Staff Relations Partners use this application to access reports and tasks for the departments that they support.
Tasks
- Start Non-Disciplinary Action for Employee – Staff Relations Partners and Central Staff Relations Partners use this task to begin a Non-Disciplinary Action.
- Start Disciplinary Action for Employee – Staff Relations Partners and Central Staff Relations Partners use this task to begin a Disciplinary Action.
- Complete Manager Evaluation – This task arrives in the manager's My Tasks section prompting them to complete their portion of the process including adding ratings and documentation.
- Review Manager Evaluation – Staff Relations Partners and Central Staff Relations Partners use this task that arrives in their My Tasks to review and approve the evaluation and documentation submitted by the manager.
Reports
- Team Disciplinary Actions by Category – Managers use this report to view the number of disciplinary actions in-progress or completed by category for a particular team.
- Team In-Progress Disciplinary Actions – Managers use this report to view the in-progress disciplinary actions and their current step in the process for their team.
- Team Completed Disciplinary Actions – Managers use this report to view the completed disciplinary actions for a particular team.
- Team In-Progress Disciplinary Actions – Managers use this report to view the in-progress non-disciplinary actions and their current step in the process for their team.
- Team Completed Disciplinary Actions – Managers use this report to view completed non-disciplinary actions for a particular team.
How long will disciplinary and non-disciplinary action plans appear on an employee’s profile?
Disciplinary and non-disciplinary actions, like all other completed employee reviews, will not leave the employee profile unless rescinded.
Training Courses
Please refer to the Training for Central Office page for more information.