Key takeaways

  • Workday Phase II continues prioritizing Talent Optimization for employee development.
  • Goal setting targeted to move to Workday in early August. 
  • Employees will manage and track goals in Workday.  
  • More communication and resources coming in July.  

On June 1, the first of many employee- and talent-focused features was activated as part of the Phase II implementation, allowing employees to manage performance evaluations in Workday. 

In addition to streamlining performance management processes, Talent Optimization also includes:  

  • Goal setting, including personal/professional development items 
  • Leadership development and succession planning 
  • Mentoring and the employee experience 

Incorporating Talent Optimization practices into Workday will expand the system’s capabilities and empower employees to develop their potential and pursue their desired career path.

What’s next?

Goal setting is targeted to move to Workday in August, just in time to support the 2023-24 performance evaluation cycle (July 1, 2023-June 30, 2024). 

  • For the 2023-24 performance evaluation cycle, employees will manage and track goals in Workday using the SMART methodology.  
    • Employees should schedule time in August with their supervisors to set and review goals for the upcoming evaluation cycle.  
    • Access goal setting tools by visiting the Performance Management SharePoint site, including the SMART Goals Worksheet, coaching resources and information on learning opportunities.  
  • In July, employees will receive information about next steps, how to begin the goal-setting process, and more. 

While managing goals in Workday is new, the practice of goal setting is not. Every year, employees and managers are expected to work together to set goals in alignment with Metropolitan State University of Denver’s strategic goals – goals that support the team, the department/college/branch, and the employee’s career and leadership development aspirations. 

Continuing to maximize talent optimization practices within Workday directly supports Pillar V of MSU Denver’s 2030 Strategic Plan, which is focused on investing in human talent to support how we work together while strengthening a culture of accountability for all employees.  

Stay tuned to the Early Bird for more Workday Phase II news and updates.