---

Here we go...

You'll start with the Create Question Task. It's pretty intutive, but you will want to take note of the "Question Name," as you'll need that info when you go to create your Questionnaire...

After you create your Questions, you'll then use the Create Questionnaire Task and when you go to add your questions, you'll use the "Maintain Questions" button and it will look like this. Note the name of the question...

The next thing you'll do is bring up the Manage Goals for Global Modern Services and copy that to Sales and Marketing.

That will look like this:

When you go to edit your BP, you'll have the option of adding an Action for a Step. At that point, you'll add a "Complete Questionnaire" value in the "Type" column. When you do that, you'll have a button appear that says, "Configure Questionnaire." It's there where you can add your Questionnaire.

...and remember, after you create your Condition, you'll need to go back to your BP and add it to the Step with the "Maintain Step Conditions" menu option you can access from the Related Actions.

Next, you'll use the Add Goal to Employees Task to copy the existing goal - Develop strategies to enhance revenues and reduce costs. That will look like this:



After you click "OK," you can add the Date and choose whether or not the Goal is Editable...

Now, you've got to proxy in as Mark Navarro and complete the Goal Questionnaire in his Inbox...



Business Case: To standardize goal setting at GMS, Logan will create and configure a Goal Setting performance review template. The template will include multiple sections and enable specific configuration options related to help text, comments, and view options for employees.


Use the Create Employee Review Template Task. After you fill it in, it will look like this:



After you fill in the above info, you'll hit "OK." 

At that point, you'll click the "Edit" button like you see below to add some general settings, most of which you can find on page 73.




A. Create a Start Performance Review business process for the Marketing supervisory organization. The Marketing definition should have the Initiation step and a Complete Manager Evaluations step, performed by the Manager for Majority of Event.
B. Initiate the performance review for the Marketing supervisory organization. Do not include subordinate organizations.
C. Set the Run Frequency to Run Now.
D. Select the Marketing Review template.
E. Enter a period start date of 01/01/xxxx and the period end date 12/31/xxxx current year

You'll start by bringing up the "Start Performance Review BP for Global Marketing Services" by doing a search for "bp:start perf review."

When you've got it up, use the Related Actions menu to do a "Copy or Link Business Process Definition" and copy it to the "Marketing" Business Object.

You've got your BP in place, now you'll initiate the Peformance Review by doing a search for the Marketing Supervisory Organization and then using the Related Actions menu to select Talent-> Start Performance Review



The Requirements say to not include subordinate orgs and to set the "Run Frequency" setting to "Run Now."

All set!

Once you hit "OK," you'll get this screen...





First: Don't be weirded out by Create Performance Review Template.... It's nothing more than just creating an "Employee Review Template." Just use the Create Employee Review Template Task.

Here are your specs...

1. Create an employee review template for an annual performance review titled Field Sales - LATAM Group Annual Review.

2. Include the following template sections (in this order):

A. Feedback
B. Goals
C. Competencies
D. Development Items
E. Overall

3. The review period will begin October 1 of the prior calendar year and will end September 30 of the current calendar year.

The only employees eligible for this template are workers in the Field Sales - LATAM Group supervisory organization who are full-time, regular employees. Hint: Use Employee Type for regular employment requirement.

The top part will look like this:



The bottom piece looks like this:



For your Configuration, the first is "Feedback." 

This is what was required:

A. Do not allow section comments.
B. Only role requested feedback entered during the last 6 months of the review period will load into the review.
C. Use the Spot Feedback template

Below is how that configuration will look. Pay attention to the "Date Range" section. That's where you specified the "last 6 months..." 




For Goals, you needed this:

A. Include goals due within the review period. (Load Relevant Goals) 
B. Employees and managers can add existing goals if they did not automatically load into the review. (Allow User to Add Existing Goals Manually & Load Relevant Goals)
C. Rate Items.
D. Workday will create a section rating using the 3-Point Rating Scale.
E. The manager can override the system calculated rating. (Section Rating field. Enter "Ratings with Overrides.")
F. Do not display rating descriptions.
G. The calculated rating and section rating should be viewable.
H. Allow comments on the entire goals section. (Just put a check in the "Section Comments" box.)
I. Do not allow comments on items.
J. Employees can rate the goals.
K. Weight this section at 50%. 

Here's what this looked like...




D. Assign the competencies of Integrity and Active Listening to all workers. (those are in the lower left hand corner)
E. Use Proficiency Rating scales to rate each competency. (first check mark under "Ratings and Comments")
F. Use the System Default Competency Proficiency scale for section rating. (option in the "Proficiency Scale for Section Ratings")
G. Workday will create a calculated rating for the section. (I put a check in the "Show Calculated Rating Value" box) You actually accomplished that with the screen you have below.
H. The section rating should be calculated and not allow for overrides. ("Ratings with No Overrides" value in "Section Rated" field)

Here's how this will look:

I. The calculated rating and the rating description can be viewed. (check boxes in the "Ratings and Comments" section)
J. Manager must enter item ratings. ("Manager" in the "Require Item Ratings For" field)
K. The employee can rate the competencies. (check box in the "Allow Employee Ratings" field)
L. All reviewers can enter section comments. (left "Require Section Comments For" field blank)
M. Employees are not allowed to enter item comments. ("Excluded Employee" value in the "Item Comments" field)
N. All other reviewers can optionally enter item comments. (left "Require Item Comments For" field blank)
O. Weight this section at 50%. 

You can click on the Magnifiying Glass to see what the system is going to use when you're all done.

This is what this should look like when you're all done...



Here we go:

1. Create a new Performance Calibration nBox called Field Sales - LATAM Group Calibration nBox.

Start with the Create Custom Report Task. It will look like this...



Remember the Indexed in Progress Worker Calibration Placements is the Data Source you're typically going to choose.
 
2. The columns will display the Overall Performance Rating. (that's the "Calibration: Overall Performance Rating" value that you'll put in the "Column Grouping" section. Don't forget to add the default value of "Calibration: Default Performance Axix"  for the "Row Grouping" field)



3. The nBox will display the name and photo of the worker (see image to the right).
4. For the Drillable Fields, select two fields of your choice. (you've got several options according to Activity 7.1 [page 181]: Location, Job Profile - Primary Position, Worker Type, Management Level - Primary Position, Base Pay Segment - Primary Position. Put these in the "Drillable Fields" section under the "Drill Down" tab)
5. For the Detail Data fields, display the fields in the following order:

A. Worker
B. Supervisory Organization
C. Location
D. Base Pay Segment - Primary Position
E. Management Level
F. Calibration: Overall Performance Rating.

6. For Facets Options, add five fields of your choice. (you'll get to that part by clicking on the "Advanced" tab. For options go to page 183 of the book. There you'll see: Supervisory Organization - Primary Position, All Managers in Management Chain, Job Profile - Primary Position, Critical Job - Primary Position, Location Address - Country)
7. The Column Axis Label is Overall Performance Rating. (go back to the "Matrix" label and add that in the "Label Override" field)


8. Define the source values for the performance ratings with five columns:

A. Unsatisfactory
B. Needs Improvement
C. Meets Expectations
D. Exceeds Expectations
E. Outstanding Performance

9. Each columns' source values is the correlating value from the Overall Rating Scale.
10. Box names are:

A. Unsatisfactory
B. Needs Improvement
C. Meets
D. Exceeds
E. Outstanding

This whole thing boils down to this:




You're going by the process that's outlined on page 183. Be sure to add the values you see below under "Define Rows." That's not mentioned in the requirements, but it's something that needs to be in place regardless. You'll put "Default Axis" as the label and "Not Applicable" in the "Source Value" column.

"Define the Columns" is pretty intuitive. Just be sure that you're grabbing the "Source Values" that correspond to the "Overall Rating Scale" category.

On "Prompts," you'll have something that is SUPPOSED to be in place because of the Data Source that you're using, but you want to make sure regardless.



You want to be sure that the "Yes" in the "Required" column in the "Calibration Node for nBox" field is there.

If it's not, there, check the box you see below:



BTW: When you check that box, it won't stay checked, but you'll see everything that you see above populated along with the appropriate "check" in the "Required" field.

Also, be sure to click on the "Share" button that you see below...



Erica made a great point by saying that the nBox Report that you created in class is a great starting point. You can copy that report and then just make the necessary adjustments and save yourself a lot of time!

1. Use the above nBox report in a new calibration program called Field Sales - LATAM Group Performance Calibration Program. (you'll use the Create Calibration Program Task. You can see this played out on page 240) 
2. Restrict the calibration program to full-time, regular employees in the Field Sales - LATAM Group supervisory organization. (plut "Full Time / Regular Professional Employees" in the "Applies To" field) Nope! You need to create an Employee Rule like you did before. You'll build the Rule first and then it will show up in your pulldown.
3. Enter text to provide guidance for when employees are unplotted. (put "Employees who are missing calibrated values: Performance AND/OR Potential" in the "Unplotted Help Text" field)
4. Column mapped values are from the Overall Rating Scale. (just like before, but don't forget to put the "Not Applicable" value in the "Mapped Values" column under "Rows."
5. Map each column to the value that matches column label. (i.e., Unsatisfactory maps to the rating 1 - Unsatisfactory). Do not use the rating of 0 - Too New to Rate in the calibration.
6. 40% of employees should receive a Meets Expectations rating.
7. We will process the performance review and calibration in one event. Workers should be pre-plotted during the calibration.

This is referring to your BP...



First thing to keep in mind is that you're using the "Start Performance Review" BP.

Here are the Requirements:

steps	optional	security groups	conditions and comments	notes
Start Performance Review	no	leave defaults		initiation step
Set Review Content	no	Employee as Self	This step should only take place when the Review Category is not a Performance Review	you'll need a Condition on this step
Get Additional Reviewers	yes	Manager for Majority Event		this is a subprocess
Approve Additional Reviewers	no	Manager's Manager		part of the Get Additional Reviewers subprocess
Complete Additional Evaluation for Performance Review	no	Employee as Self		part of the Get Additional Reviewers subprocess
Complete Manager Evaluation	no	Manager		this is a subprocess too
Approve Complete Manager Evaluation	no	HR Partner		this is part of the Complete Manager Evaluation subprocess
Update Performance Review Ratings for Manager Evaluation	no	Manager	Employee Review Includes Calibration? (Workday Owned) You cannot create an organization-specific process for this subprocess. Use the default definition.	this is a subprocess too

All of your subprocesses need to be unique to the LATAM Field Sales Supervisory Org.

Here's what the "Start Performance Review for Field Sales - LATAM Group" looks like:


You'll kick things off with the Launch Calibration Task. You'll choose the "Field Sales - LATAM Group" as your Sup Org.

You're initiating the Review in a way that incorporates the Calibration by default. With this approach you're not having to contend with two separate processes. Rather, you're doing both simultaneously.

Start by navigating to the LATAM Field Sales Sup Org and then from the Related Actions menu, go to Talent -> Start Performance Review.

Here are the Requirements:

Using the performance review components you configured for the Field Sales - LATAM Group, start a performance review with calibration for that supervisory organization. Carlos Alves is the Manager. Brian Sullivan is the HR Partner. Logan McNeil initiates the performance review with calibration. This organization does not have subordinates. 

Because you don't have subordinates, you don't have to worry about the "Include Subordinates" checkbox. It will look like this: