Getting Started: Log into Workday. This

screenshot shows the Workday homepage once you log in.

Your Inbox: The first phase to completing

performance evaluations is the goal setting.

Click on your name/picture on the upper right

corner. On the dropdown menu, select the “Inbox”

tab.

Once your staff member has completed the goal

setting, you will then receive an action item to

review and/or set content for your direct

reports.

Ensure you choose the task associated with the

appropriate employee.

Please note: the Workday system automatically

generates a due date but your department may

assign a different due date.

How to Complete Goal Setting for your Staff – Managers Guide

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Next, choose which option to use to

navigate through your goal setting:

Go to Guided Editor: recommended for its

step by step help

Go to Summary Editor: see everything at

once

Performance Criteria: This page lists all 9

(Non-manager) or 11 (Manager) performance

criteria employees are rated against at the end of

the year.

No action required on this page; this is simply

intended for you to review the criteria with which

your employee’s goals should align.

Once you’ve reviewed the criteria (be sure to

scroll), click on “Next” located at the bottom of

the screen.

Page 2 How to Complete Goal Setting

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If you decide to add or edit your employee’s

goals, it will show this prompt.

Note: The goal library lists an indefinite

number of goals.

You have the option to be more specific and

add a description of the goal, a due date in

which your employee plans to achieve the

goal, and a “status.”

After you have added/edited the goal, be sure

to select “Save,” in order to continue

adding/editing goals if needed, then click

“Next” at the bottom of the screen when

done.

Performance Goals: On this page, you will

review the goals your employee has entered.

You may edit the goals or add new goals.

Note: Goals can only be deleted if they are not

part of any in-progress and/or completed

performance reviews in Workday.

If you decide you do not need to edit or add

additional goals, you may simply click “Next” at

the bottom of the screen.

Performance goals are specific work products

and/or work behavior targets that employees

will be held accountable to deliver during the

current performance cycle.

Page 3 How to Complete Goal Setting

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Development Goals: Complete the

same steps for development goals, if

needed. Then click “Next” at the bottom

of the screen.

Development goals are specific areas of

focus to develop work skills and/or

capabilities to address performance

deficiencies and/or help improve

performance.

Keep in mind: You may click the “Back”

button if you need to revisit previous

pages.

Submit Goals: When goals are in FINAL form,

click “Submit” and the goals will live in the

employee’s goal library.

If you want your employee to make changes,

click on Send Back.

Selecting “Close” will not save any work and

close out the template.

You have successfully submitted your

employee’s goals!

Note: A mid-year performance check-in will be

triggered six months from the goal setting

initiation date. You will find this in your

Workday inbox at that time.

Page 4 How to Complete Goal Setting

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What’s Next: Once your staff member’s goals are submitted, no further action needed to complete the goal setting task. After goal setting is

completed, the next phases involve “developing” (Phase 2) and “monitoring” (Phase 3) your staff’s performance over the course of the

next few months—it is strongly advised that you work closely with your employees and/or HR Partner on these steps to ensure your

employees are on track to accomplish their goals. For helpful tutorials on all phases of the performance cycle, visit TrojanLearn

(accessible via the Employee Gateway at www.employees.usc.edu).

Mid-Year Check-In “To-Do” Task: As

mentioned above, once the six month mark

has triggered the mid-year notification, you

will select this task from your Workday inbox.

After you’ve scheduled a meeting with

your employee to discuss performance and

progress toward goals, you may provide

comments in the comment box and click

“Submit.”

Page 5 How to Complete Goal Setting

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Congratulations! You’re done!