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Performance Goals

Employee performance goals may be documented in Workday. Goals should be project based and help your organization move forward with a focus on improving processes or implementing positive changes.

What's Next?

The 2024 Annual Performance Review (4/1/2024 – 3/31/2025) has concluded. Here’s how to prepare for the next cycle:

  1. Start Planning Earlier – Managers should outline goals for the 2025 Annual Performance Review (4/1/2025 – 3/31/2026) with a focus on growth, skill development, and alignment with organizational needs.
  2. Follow SMART Principles – Ensure goals are Specific, Measurable, Achievable, Relevant, and Time-bound for clarity and effectiveness.
  3. Collaboration with Your Employee – Discuss goals and work with your employee to enter them in Workday. Refer to Resources: Workday Job Guides for detailed steps on managing goals.
  4. Monitor Your Progress – Stay on track by reviewing goals throughout the year.
  5. Track Your Accomplishments – Keep a record of achievements to streamline goal entry when the 2025 Annual Performance Review launches.