Workday Performance Management allows companies to manage the talent of a global, diverse and mobile labor pool by bringing the flexibility, ease-of-use and significant cost advantages of the Workday on-demand HCM service environment to workforce expertise management.

Supports the full review process, from initiation through sign-off:

• Target performance-evaluation templates to different groups of workers, based on organization, job, position or individual worker requirements. Establish goals, responsibilities, etc. by department, job or job profile.
• Design review process workflow to enable revisions and foster a collaborative dialogue between workers and managers.
• Include attachments with evaluation forms and templates, and deliver forms to workers pre-populated with appropriate information (i.e., department-wide goals or broader job requirements) so they can see how they're being rated.
• Establish different review processes for different milestones (e.g., quarterly, mid-year and annual reviews).

The Three C's - Configuration, Content and Collaboration

Workday is committed to helping companies identify and leverage all of the talents, skills and expertise of their workforce. Highly configurable and easily adaptable to your existing business processes, Workday Performance Management can be implemented without programmers or IT involvement. Using Workday Performance Management, your company can maintain multiple discrete review processes to support the varying needs of different departments and organizations. Above all, Workday supports a collaborative interaction between reviewers and reviewees.

Configuration

• Configure "Performance Evaluation Templates" by adding custom sections, reordering sections and selecting what information should be tracked.
• Target performance reviews to different employees, such as exempt/non-exempt (hourly vs. salary), compensation grade, geographic/region org, etc.
• Configure a performance event so it will trigger a corresponding compensation event.
• Ensure consistency in evaluation forms and processes to improve regulatory compliance and reduce risk.

Content

• Set performance review content (e.g., goals, responsibilities, etc.) at the beginning, or during, the employee review period.
• Track personal goals, which may be added by both managers and employees.
• Attach documents to performance templates, including detailed instructions or forms.
• Track different types of employee review, such as Disciplinary Action, Performance Improvement Plans and Individual Development Plans

Collaboration

• Initiate ad hoc appraisals for selected employees for the purpose of Performance Improvement Plans (PIPs) or for ad-hoc or anniversary performance reviews.
• Accelerate the review process via appraisals that can be tracked at any point in time to identify and eliminate bottlenecks.
• View performance reviews for employees in subordinate organizations.
• Track status of performance reviews, including in-progress reviews.
• Save unfinished evaluation forms for completion at a later time.

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