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Performance Dialogue Process 2024

Check out these tips to help staff in the VPCHRO division streamline and get the most from this year's performance dialogue process.

Timeline

Employee Self-Evaluations: Due by February 15th

(unless noted otherwise by your people leader)

This is your time to shine by sharing all your achievements! Make the most out of the process. Completing your self-evaluation is an important and required step in the process. Once you complete your section this gets routed to your people leader.

People Leader’s Response: Due by April 1, 2024

Performance dialogues are considered complete when they are submitted in Workday.

Not submitting in Workday by the due date could affect the next steps in the salary improvement program (SIP) process for individuals.

Training for Staff Members and People Leaders

Learn about the process, the tools and best practices when completing your performance dialogue this year! Our very own Tanya Grove, Assistant Director, and Senior Management Consultant, Organizational Development and Effectiveness, will be presenting the sessions below.

The following sessions will be offered via zoom and require registration:

Tuesday, February 6, 2024

Thursday, February 8

Tuesday, February 27, 2024

Thursday, February 29, 2024

Tips For People Leaders

  • Plan:  People leaders should set aside time to craft their feedback, plan for meetings, and to have the actual performance discussion(s).
  • Evaluation Period:  the review period for evaluating is 3/1/2023 to 2/29/2024.
  • Ratings: We will not be assigning performance ratings. Please note there will still be an option to assign a rating in the system; please disregard that step.
  • Career development dialog: be sure to set aside time to discuss career aspirations and development. Here’s a tool to help you with this process: Career Management Toolkit

Workday Tips for People Leaders

  • Acknowledgement within Workday Performance Dialogue Form: Complete the review, which includes a Performance Dialogue Acknowledgment that a discussion between the employee and you has taken place.
  • Saving Work and Submitting Performance Dialogue Materials. You should SAVE FOR LATER or print a PDF copy to share with employees during the performance meeting.
  • People Leaders should not SUBMIT their step until the review is ready to be forwarded to the employee. Once submitted, the entire process is completed, and finalized reviews are available for both employees/managers to view at any time (please note that managers or HR can send back finalized forms at any time if changes should occur).

Resources

Questions

Thank you in advance for your thoughtful participation in this important process. We're here to answer any of your questions and to partner with you to make this a positive experience for everyone!