Goals Management

Overview

Workday provides several areas that allow you to track and measure an employee's performance throughout the year. The building blocks of Performance Enablement are Goals, Feedback, Development Items, and Competencies. You can enter and update these features at any time, without having to wait for a performance review event. You can configure Workday to automatically include any information captured in these four areas into a formalized performance review event.

Objectives

By the end of this chapter, you will be able to:

Create and assign organizational goals.

Create a goal template.

Create individual goals.

Cascade goals to multiple employees.

Goal Management

Workday allows you to create goals for employees and organizations. Having clear objectives with effective measurements improves employee performance, builds commitment, and helps employees understand their job expectations. It is critical to monitor and measure goals, especially to give accurate, objective, and fair feedback.

You can manage goals outside of the employee review process, commonly referred to as ad hoc goals. You can also manage them inside the employee review process, or both.

Workday stores goals in an employee's goal plan, which enables easy and ongoing goal management by the employee and the manager throughout the year.

You can view goals in the

My Goals

and

View Goals

reports. You can also access the

View Goals

report from the Performance Profile Group on the Worker Profile. Additionally, you can search for the report or from an employee's Related Actions, and select Talent > View Goals.

Maintain Goal Setup

Before using goals in Workday, the

Maintain Goal Setup

task allows you to configure which goal attributes your organization will enable. These configurations will help simplify the user experience so you can update and display only applicable attributes. There are three main sections included, as well as several Maintain tasks that are available to select from.

In the Configure Individual Goals section, you can configure individual goal fields and criteria on the

Manage Goals

business process. Specify if certain fields should be required, hidden, not enterable, and for which security groups. Some of the individual goal fields include:

Term	Definition
Associated Reviews	Shows in-progress and completed reviews associated with a goal.
Category	Assign categories to goals to simplify goal management and reporting, as defined by the Maintain Goal Categories task.
Description	Allows you to enter more details about the goal.
Due Date	Determines the expected date the goal will be complete.
Milestones	Add milestones for goals. For each milestone, you can assign a due date and status.
Status	Select a value from Goal Completion Statuses to indicate the level of completion toward the goal.
Completed On	Displays when entering a status of completed, allows you to enter a completion date for the goal.
Organization Alignment	Associate individual goals with organization goals.
Target	Allows you to enter Target Amount, Target Percent, or Target Number of Units for goals.
Actual	Allows you to enter Actual Amount, Actual Percent, or Actual Number of Units for goals.
Minimum	Allows you to enter Minimum Amount, Minimum Percent, or Minimum Number of Units for goals.
Maximum	Allows you to enter Maximum Amount, Maximum Percent, or Maximum Number of Units for goals.
Weight	Assign numeric weights to goals. Workday pulls these weights into employee reviews.

The Configure Organization Goals section includes the following options:

Term	Definition
Organization Alignment	Enables you to associate organization goals with other organization goals 1 level up.
Organization Goal Allows Organization Alignment Through Hierarchy	Enables organization goals to link to other organization goals up through the full organization hierarchy. If not enabled, organization goals can only link to goals that are 1 level up in the organization hierarchy.
Default Organization Goal to Private	When you create a new organization goal, it's set to Private by default. Only members of the organization chain can see the goal.
Enable Percent Complete	Enables you to enter the percentage completed for organization goals.
Allow Automatic Calculation of Percent Complete	Displays the Calculated field when creating or editing organization goals to allow for automatic calculation of the organization goal completion percentage. When creating a new organization goal, Workday defaults the Calculated field to true. To enable this field, you must enable the Percent Complete, Status, and Supports fields. You can't disable the Percent Complete, Status, nor Supports fields when this field is enabled.

In the Configure Goals in Review section you can choose from the following options:

Term	Definition
Lock Goals Associated with In Progress Reviews	Prevents the ad hoc changing of goals that are part of in-progress reviews. You can change goals within employee reviews.
Allow Deletion of Goals Associated with Reviews	Enables deletion of goals associated with In Progress or Completed Reviews. Ability to delete goals in In Progress Reviews is dependent on your setting for the "Lock Goals Associated with In Progress Reviews" boolean.
Allow Ordering of Goals in Review	Enables employees and managers to arrange the order of goals in employee reviews. Supported only in employee reviews using Guided Experience.

Also included in the

Maintain Goal Setup

task, are the following Maintain tasks:

Task	Definition
Maintain Goal Units	Create or change unit types to track goal target, actual, minimum, and maximum values.
Maintain Goal Payout Bands	Create goal payout bands for the Net Attainment options when configuring the Goals section on the Configure Employee Review Template task.
Configure Talent Tags	Adds the ability to link goals to competencies, development items, or feedback using the Relates To field.
Maintain Goal Categories	Create or change goal categories. Categories simplify goal management and reporting. You can assign categories to individual goals, cascaded goals, and review goals.
Maintain Goal Periods	Define date ranges to associate with organization goals.
Maintain Goal Completion Statuses	Create statuses to evaluate how employees have progressed in their goals. Select a value in the Map to Workday Status field if you want to move content from 1 employee review to another. This field is used with the Load Content from Previous Review and Load Relevant Goals fields in the Goals section on the Configure Employee Review Template task.

Goal Completion Statuses

Goal completion statuses are the values used when entering the completion level of an individual goal. You can create your own tenanted list of goal completion statuses, but you must map each value to one of the four Workday statuses. These statuses determine which items are eligible to move from one review to the next. You can create and maintain these statuses using the

Maintain Goal Completion Statuses

task.

Milestones

Enabling milestones allows you to track intermediate progress for goals. You may want to track multiple checkpoints toward the overall completion of a goal. For example, during your Workday deployment, you may want to track progress toward a unit testing phase, an integration testing phase, or a user acceptance testing phase.

Net Goal Attainment and Goal Payout Bands

Within employee reviews, you can capture and define net goal attainment percentages to track performance and compensation according to goal accomplishment. You can include minimum, target, and maximum values in the Goals section of an employee review template. You can also include a net attainment percentage that corresponds with goals within that section.

On the Goals section of an employee review template, you can determine the Goal Payout Band and the method of generating net attainment, including manual entry or calculation.

The

Maintain Goal Payout Band

task allows you to define corresponding payout percentages for minimum, target, and maximum fields, as well as a calculation type. Delivered calculation types include:

Dual Slope
: Includes minimum, target, maximum, and actual payouts.

Single Slope
: Includes minimum, maximum, and actual payouts.

Target Only
: Includes target and actual payouts only.

Note
: Goal payout bands should match the enabled fields in the Maintain Goal Setup task, including minimum, target, maximum, and actual.

Negative numeric values can also be captured in employee reviews. Allowing you to set negative goal targets to track reduction-themed goals and goals that scale below zero. You can also monitor reduction-themed goals and appropriately pay bonuses by tracking a goal net attainment that has a negative slope.

Goal Targets and Actuals

This feature allows you to better track the status of goals. You can use it to assign numerical targets and actuals to goals, enabling more accurate tracking to support a metric-driven culture. You can add both targets and actuals to individual goals, and you can only add targets to cascaded goals.

Using the

Maintain Goal Setup

task, you can enable tracking for targets and actuals. With the

Maintain Goal Units

task, you can create actual goal units and track goals by target amount, percent, or unit.

Linking Goals to Competencies, Development Items, and Feedback

You can link both ad hoc goals and goals within an Employee Review to Competencies, Development Items, and Feedback. Linking talent tags to goals allows employees to indicate how their goal relates to their development.

You can deploy the setup through the

Maintain Goal Setup

task. The Configure Talent Tags button will bring up the talent tags items. This task will allow you to determine which of the three items you would like to relate goals to.

Organization Goals

Workday allows you to create organization goals that align throughout multiple levels of your organization hierarchy. For example, the Information Technology team may set an organization initiative to improve overall customer satisfaction by 10% during a goal period. The IT HelpDesk and the IT Operations Group, both subordinate organizations, may align their organization goals to the overall initiative. As a result, both departments efforts contribute to the overall organization's initiative.

Individual goals for employees can also align with and support organization goals. Managers or business partners often cascade organization goals to employees. Then, employees can edit the goal, making it more relevant to their individual job. To align an individual goal with an organization goal, include the organization goal in the Organization Alignment field on the

Manage Goals

or

Add Goal to Employees

tasks. In the example above, a worker on the IT HelpDesk team may set an individual goal to achieve an average quota of completing 70 calls minimum per day. This worker's efforts as a result contribute to overall customer satisfaction and organization's initiative.

The other benefits of using organization goals in Workday include:

Archiving goals

Changing public goals to private

Automatic calculation of goal completion percentages

You can create organization goals for supervisory organizations using the

Manage Organization Goals

task. Workday requires you to assign a goal period to your organizational goals. Use the

Maintain Goal Periods

task to create your goal periods .
Most organization goals are for a defined period, and then communicated to the organization.

A system administrator is typically responsible for manually updating the progress of the organization goal, or alternatively you can configure the percent complete to calculate automatically. To enable automatic calculation, select the Allow Automatic Calculation of Percent Complete checkbox in the

Maintain Goal Setup

task.

Additionally, using the

Maintain Goal Setup

task, you can display or hide the organization goal description in your tenant. Select the checkbox for Show Organization Goal Description Field in the Configure Organization Goals section. To hide the organization goal description, ensure the checkbox remains unchecked.

Individual and Organization Goal Alignment to Organization Goals

Using the

Maintain Goal Setup

task, you can configure your individual goals separately from your organization goals. This includes how you choose to align to organization goals. This allows greater flexibility when setting up your goal templates.

In the Configure Individual Goals section, choose to hide, or require the Organization Alignment field for individual goals. You can set the criteria for all workers or workers based on a specific security group.

In the Configure Organization Goals section, select the Organization Alignment checkbox to enable the field for all organization goals.

Cascading Goals

You can distribute the same goals to multiple workers through cascading goals. When you cascade a goal, a copy of that goal distributes to each selected worker. You can also restrict editing on the cascaded goal.

To cascade goals to employees, view the

My Team's Goals

report, and select the Add Goal to Employees button, or use the

Add Goal to Employees

task.

You can create a new goal or copy an existing goal, then assign it to employees, talent pools, or organizations. Organization types include supervisory organizations and custom organizations.

Maintaining Individual Goals

You can add, edit, and delete goals for yourself or another employee by accessing the

View Goals for Worker

or the

My Goal

reports.

You can also view and edit your goals from the Performance Profile Group on the Worker Profile, from the Individual Goals section. Alternatively, you can view goals by searching or from a worker's Related Actions > Talent > View Goals.

Add or Edit a Goal

Managers and employees can enter individual goals anytime in Workday. From the Performance Profile Group on the Worker Profile, select Goals.

To add a goal, select Create Goal.

To edit a goal, find the goal you would like to edit then select Edit Goal.

To archive or unarchive a goal, select the Archive or Unarchive Goals button. Then, select your changes and select OK to save.

To delete an In-Progress goal, select Delete Goal. Workday strikes out the goal. You can only delete goals if they have not been associated with a review. You can also archive complete goals to remove them from the active goals display.

In addition to adding and editing individual goals ad hoc, at any time, you can formalize the goal setting and goal evaluation process. You can configure a goals section in an employee review template. HR and Talent partners or Managers can push out formalized goal setting employee review events as well as periodic employee review check-ins and annual performance reviews.

You can populate a performance review with goals by either entering them in manually during an employee review event. Alternatively, you can configure a review template to automatically pull in ad hoc and individual goals set outside of the process.

Goal Activity Stream

Enabling activity streams on goals allows you to have collaborative and chronological conversations about individual and organization goals. Once you enable a goal's activity stream, anyone with security permissions to the employee's goals can access it. To enable the activity stream for goals, use the

Edit Tenant Setup - System

task and select Goal in the Activity Stream settings.

To view and post in the goal's activity stream, select the Activity Stream icon at the bottom of the goal. You can add a comment in the text box at the top of the activity stream and selecting Post.

When a goal has comments, the activity stream button displays with lines. The stream displays the activities in reverse-chronological order, with the most recent activity at the top. Only members of the Administer Activity Stream security domain can delete comments in an activity stream.

You cannot automatically print activity stream comments on goals as part of reviews, or view comments on mobile devices.

Goal Templates

You can customize how Workday displays an employee's goals by creating goal rules and configuring a goal template. Workday provides a default template that displays all goals in one section. You can configure this template with any number of additional sections, provide your own section names, and associate a unique rule with each section.

Goal rules define criteria to organize goals by goal attributes, such as goal status, category, or due date. Use the

Create Goal Template Rule

task to define these rules. The goal template filters goals into sections according to the goal rules. Use the

Configure Goal Template

task to create your sections and assign a unique rule to each section, indicating which goals should display. The same goal can display in multiple sections if it meets more than one rule. Goals that do not match any rules are displayed in the default section. Workday will hide the default section when empty, but the other sections are always visible.

The same template applies to all employees and will never lock, so you can update your configuration at any time.

Archive Goals

Through the archive feature, you can remove active individual and organization goals that are no longer relevant. This feature improves the ad hoc goal experience for your workers and increases the relevance of active goals on the My Goals page. Employees and managers can select the Archive or Unarchive Goals button on the

My Goals

and

View Goals for Worker

reports.

Employees and managers can archive goals and unarchive previously archived goals. Administrators can mass archive goals for employees based on a goal template rule.

Note
: You cannot mass rescind a mass archive goals event. Additionally, you cannot mass unarchive goals.

You cannot archive or unarchive goals that are:

Awaiting approval.

Part of in-progress employee reviews.

Part of other in-progress events.

Archiving a goal removes it from the following:

Reports

Tasks

Employee review template configuration settings

Prompts

To allow workers to archive individual goals, add them to the Self-Service: Employee Goals domain. To allow workers to archive organization goals, add them to the Worker Data: Organization Goals domain. To allow administrators to mass archive individual goals, add them to the Set Up: Goals domain.

Goal Management Security Policies

As you deploy and maintain Workday Talent Optimization, keep in mind that several domain and business process security policies need configuration to ensure appropriate security permissions.

Domains
Functional Area: Performance Enablement
Self-Service: Employee Goals Self-Service: Organization Goals Set Up: Goals Worker Data: Employee Goals Worker Data: Organization Goals

Business Processes
Functional Area: Performance Enablement
Cascade Goals Manage Goals