- Job Opportunities
- Benefits, Pay & Perks
- HR Policies
- Wellbeing
- Career Development
- Our Workplace
A list of Frequently asked questions (FAQ) is available here for managers/supervisors to complement existing Workday training and tutorials. They address questions specific to the Manager role and the My Team page. If you still don’t see your question or answer on these pages, see the Workday Support page for further assistance.
A: Anyone who has employees reporting to them will have the Workday role "Manager," despite your specific title at Cornell.
A: With Workday’s manager self-service, supervisors are empowered with necessary and relevant job, position, compensation, labor distribution (called costing data in Workday), performance reviews, goals, recruiting and not time and attendance information. This includes access to numerous Workday reports with information about your team to support all HR related decisions. In addition, you will be required to approve Time Entry (timesheets for hourly employees only) and Time Off Requests, which will be routed to you in your InBox.
Your Inbox will show notifications of tasks related to you or your employees and items that have been routed to you for an approval, such Hourly Time Entry and Time Off requests.
A: The Custom Reports by Category worklet from the Home page shows you categories of reports and tasks, to give you an idea of what is available in Workday. Please review the Workday Manager: How to Navigate guide to learn more about specific reports that may be valuable to you.
A: Delegation is used to allow another employee to review and approve on your behalf. As a manager, you may wish to delegate your Time Entry and Time Off approval responsibilities to another. This can be done for short periods of time or on an on-going basis. In addition, an entire inbox can be delegated to another individual during a leave or vacation. Please see the Delegate Quick Reference guide to walk you through the necessary steps.
A: Click on the My Team icon on your Home page. The My Team page is composed of windows that provide different views into your direct reports. Click on the link with their name and photo of each employee to view more details about that individual.
A: To examine a specific employee’s history, click on the Timeline option with the My Team icon on the homepage. This view contains a historical record of all the changes made to a worker, including changes to their job, position, compensation, etc. It is arranged by date.
A: To examine a specific employee’s compensation, click on the hyperlink with employee’s name (either from the My Team worklet or wherever their name is visible) and then click on their Compensation tab.
A: Any questions about compensation should be directed to your local Human Resource Office.
A: Workday is now the system to record and track time off balances for all both hourly and salaried employees. To view your employees’ time off balance, on the Home page click on the Team Time Off worklet. There are various options, including a Time Off Leave and Calendar view. To see current balances you may wish to select the Time Off Summary view from that page.
A: Time Off Requests will appear in your Inbox for review and approval. To learn about the specific steps to approve time, please see the Approving Time Off job aid.
A: When your team member has submitted their Self-Evaluation, you will receive a Manager Evaluation item in your Workday Inbox. You may also click on the Term Performance icon on your home page and click under View, My Team’s Performance Reviews. This report will show you the current status of each of your direct reports. If the current step states Complete Manager Evaluation, you may click on that employee’s performance review link to begin your evaluation.
A: Employees begin the Performance Review process by answering the questions in the Self-Evaluation portion of Workday. Only you are able to view your responses while the Self- Evaluation is in progress. As such, it will be important to communicate deadlines so you have sufficient time to complete Evaluations for your direct reports.
A: Please contact your HR representative if this situation happens. Workday does offer the ability to force a review to the next step, as needed and as appropriate but this process is managed by HR.
A: If an employee needs to make further revisions after they clicked on Submit button, you can “Send Back” their review, as needed. Click on the Term Performanceicon on your home page and click under View, My Team’s Performance Reviews. Locate the correct review in the Performance Review column and click on the and then select Business Process > Manual Send Back.
A: Once you have completed your employee’s Evaluation, Workday will move to the next step in the process, the Performance Meeting – To Do. This is a reminder to schedule your face-to-face dialogue session with your employee. Important: We recommend that you leave the To Do step in your Inbox until after you have met with your employee. Then go back to your Inbox, open the To Do step and then click the Submit button. Once you click the Submit button, Workday will route the performance review back to the employee for the next step, the Final Acknowledgement. If you click Submit before your meeting, the employee will be able to view your comments.
A: When you are ready, you can click on the Team Performance icon on your homepage, then the click Printable Reviews button once will generate a PDF document to be printed or emailed.
A: Your manager is still able to view your direct reports’ reviews, however, it is not a step in the formal performance review process. Instead, they may generate a report Employee Review by Supervisory Organization.
There are additional options to filter the results, as you wish.
A: To create a goal for your team click on the Performance icon. Under Action click on the Add Goal to Employees button and proceed to fill in the name of the employee or group of employees you want to cascade the goal to as well as enter all of the other goal related fields.
A: The Personal Goals tab is where all of the goals that you create for yourself, and that your manager creates or cascades to you exist. The Goal Details tab contains all of the basic goal information from the Personal Goals tab in a table-style view. The Organization Goals tab is where goals that are set at the College or Unit level would be viewed.
A: When handling a goal that may not be used during a given year there are two options, one is to Remove the goal. Doing this would permanently delete the goal from Workday (with no way to recover this information). Another option is to change that goal’s Status to On Hold. This moves the goal to the bottom of your Personal Goals profile tab where it can be updated in the future.