Performance Management
for ADP Workforce Now
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© 2015 ADP, LLC All Rights Reserved
Welcome to Performance Management for ADP
Workforce Now
Technical Assistance
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© 2015 ADP, LLC All Rights Reserved
Copyright and Trademarks
Copyright © 2015 ADP, LLC. All rights reserved.
These materials may not be reproduced in any format without the express written
permission of ADP, Inc.
The ADP logo, ADP , and IN THE BUSINESS OF YOUR SUCCESS are registered
trademarks of ADP, Inc. All other trademarks and service marks are the property
of their respective owners.
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Introductions and Expectations
 Your name
 Your location
 Your role
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Norms
 Be responsible for your own
learning.
 Return promptly from breaks.
 Participate. Ask any question that
comes to mind.
 Make mistakes. This is a safe
environment.
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Course Purpose
 This course will prepare you to use ADP Workforce Now
Performance Management.
 You will learn how to perform various tasks to define and set up the
Performance Management module so you can create performance
reviews.
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Course Objectives
Upon completion of this course, participants will be able to:
Define Performance Management
Set Up Performance Management
Use Performance Management
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Course Agenda
 Module 1: Defining Performance Management
 Module 2: Setting Up Performance Management
 Module 3: Using Performance Management
 Module 4: Course Closing
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Module 1: Defining Performance
Management
Module 1 Introduction
Purpose
 This module prepares you to define the ADP Workforce Now®
Performance Management feature and the performance review
process.
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Module 1 Objectives
Upon completion of this module, you will be able to:
 Define performance management and the elements that make up a
performance review in Workforce Now
 Describe the performance review process at a high level
 Identify what a completed performance review looks like in Workforce
Now
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Performance Management Overview
Overview
You can use the ADP Workforce Now® Performance Management
feature to complete the steps of the performance review process.
Clients can use the Performance Management feature to set up review
policies and review form templates to help manage performance reviews.
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Performance Management
 Better manage your performance review process and data while
significantly reducing the risks and disadvantages associated with a
paper-based system
 Set up and manage performance reviews and report on performance
review data
 Provide feedback to employees about their performance to develop
them into increasingly productive contributors to the organization
 Allow employees and managers to access, update, and submit
performance review forms once you assign the appropriate rights
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Elements of A Performance Review
 Supervisor Assessment
 Employee self-assessment
 Peer assessment
 Goal setting
 Development Goals
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The Performance Review Process
Overview
 When setting up and using the Performance Management feature, you
need to follow a series of stages in the performance review process.
 The stages that you complete depend upon the components that you
use.
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Security Accesses to Performance Reviews
 Both Managers and Employees require the appropriate security access
to performance reviews. You can verify that an employee has the
appropriate security access to performance reviews through the
Workforce Now menu.
 Starting Point: Setup > Security > Access Permissions > Menu
Access:
Action
Step
16
1
To verify security access for a Manager, go to Manager > Standard Manager > My Team >
Talent > Performance Review & Performance Goals.
2
To verify security access for an Employee, go to Employee > Standard Employee > Myself >
Talent > Performance Review & Performance Goals.
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Stages and Descriptions – Setting Up Performance
Management
Stage
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Description
Create job competencies
Create job competencies based on your
job analysis.
Assign competencies to jobs
Assign job competencies to the applicable jobs.
Create performance goals
Create goals based on required skills and job
requirements.
Create rating scales
Create rating scales to quantify employee
performance.
Create performance review questions
Create performance review questions to consider
when evaluating employees. You can also create
categories to better organize your questions.
Create performance review templates
Create performance review templates to determine
whether you will include job competencies,
performance review questions, and comments as
part of the review.
Create performance review policies
Create policies that define how reviews are
scheduled, the review templates used, who
contributes to the review form, and the
rating scale.
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Stages and Descriptions – Using Performance
Management
Stage
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Description
Schedule performance review
Schedule the review for filtered groups of
employees or for an individual employee.
Start performance review
Start the review by releasing the review form to the
contributors you select.
Complete performance review
Compile contributor feedback and select ratings to
complete the performance review and then share it
with the employee.
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Completed Performance Review – Top Section
The following three graphics show an example of a completed performance review.
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Completed Performance Review – Top Section
The following graphics show the two competencies, Collaboration and Teamwork.
After ratings are completed, a score for this section will be calculated.
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Completed Performance Review – Middle Section
The following graphics show the rated and non rated questions.
After ratings are completed, a score for this section will be calculated
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Completed Performance Review – Bottom Section
The following graphics show the goals assigned to the employee.
After ratings are completed, a score for this section will be calculated
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Completed Performance Review – Bottom Section
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Module 1: Debrief
How do you feel about the Performance Management feature?
What do you understand better about the performance review
process?
How would you summarize what we just discussed?
How will you use this back at the job?
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Module 1: Summary
In this module, you learned how to:
Define performance management and the elements that make up a
performance review in Workforce Now
Describe the performance review process at a high level
Identify what a completed performance review looks like in
Workforce Now
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Module 2: Setting Up Performance
Management
Module 2 Introduction
Purpose
 This module prepares you to set up the various elements of the
performance review when using the Performance Management module
in ADP Workforce Now.
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Module 2 Introduction
Objectives
Upon completion of this module, you will be able to:
 Set up Job Competencies
 Set up Goals
 Set up Rating Scales
 Set up Questions
 Set up Performance Review Templates
 Set up Performance Review Policies
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Setting Up Job Competencies
Overview
Creating job competencies and assigning competencies to jobs are the
first two stages of the performance review process in ADP Workforce
Now Performance Management.
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Job Competencies
 Job competencies are clusters of related knowledge, skills, abilities,
and other personal characteristics that are necessary to be successful
in a particular job.
 Each competency is correlated with job performance and can be
measured.
 A competency weighting is a percentage value that you assign to a job
competency.
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Demonstration: Creating Job Competencies
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Activity: Creating Job Competencies
Refer to your Handout Manual
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Demonstration: Assigning Job Competencies
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Activity: Assigning Job Competencies
Refer to your Handout Manual
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Competency Weightings
Overview
 A competency weighting is a percentage value that you assign to a job
competency.
 The weighting reflects the competency's contribution to job
performance for a specific job.
 The total of all competency weightings for a job must equal 100
percent.
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Example
Geneva Entertainment's Public Relations Specialist position includes five
core job competencies with the following weightings:
Job Competency
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Weighting
Collaboration
20%
Communication
20%
Customer Service
20%
Interpersonal Skills
20%
Teamwork
20%
Total
100%
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Setting Up Goals
Overview
Creating performance goals is the third step of the performance review
process in ADP Workforce Now Performance Management.
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Performance Goals Overview
 A performance goal is a target level of performance expressed as a
tangible, measurable objective, against which to compare actual
achievement.
 In ADP Workforce Now Performance Management, you can create
goals and track employees' progress toward completing them.
 When goals are created at the organizational level, they are
automatically attached to Performance Reviews. Practitioners can also
specify that an organizational performance goal is excluded from
Performance Reviews.
 Performance goals created at the team and personal levels are also
automatically attached to Performance Reviews by default.
 When managers are assigning performance goals, they have the option
to create a new Performance Goal or select one of the pre-defined
organizational goals.
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Example
 Geneva Entertainment recognizes the importance of actively and persuasively
creating and sharing content through blogs and other social media, especially
for Public Relations Specialists.
 Each Public Relations Specialist is encouraged to enroll in a continuing
education course related to social media for Public Relations.
 In turn, Geneva Entertainment creates a performance goal for this objective,
and assigns it to all Public Relations Specialists.
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Types and Descriptions
Goal Type
Organizational
Team
Personal
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Created By and Access Pathway
Practitioners
Setup > Tools > Validation Tables
> Performance Goals
Assigned By



Practitioners
Managers (to individual direct
reports)
Employees (self-assign)
Managers
My Team > Talent > Performance
Goals
Managers (to all direct reports)



Managers (to individual direct
reports)

Employees (self-assign)


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Managers
My Team > Talent >
Performance Goals
Employees
Myself> Talent >
Performance Goals
© 2015 ADP, LLC All Rights Reserved
Locked and Unlocked Organizational Goals Overview
 Goals are either locked or unlocked.
 Locked Goals are considered company-wide goals that are referred to as
organizational goals.
 You also have the option to unlock the goals.
 A change that is made to an unlocked goal, only affects the employee record
that is being updated and does not affect the other records that have the same
goal.
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Types and Descriptions
Type
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Description
Locked goal
• Only practitioners can unlock or modify
• Modifications display to all assignees, affect all records assigned to that goal
• Managers can only assign to individual direct reports as personal goals
Unlocked goal
• Managers can modify and assign as team or personal goals
• Employees can modify when self-assigning
• Any modifications that practitioners make display only for employees who are later
assigned the goal
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Locked & Unlocked Organizational Goals
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Demonstration: Creating Performance Goals
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Activity: Creating Performance Goals
Refer to your Handout Manual
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Setting Up Rating Scales
Overview
Creating rating scales is the fourth stage of the performance review
process in ADP Workforce Now Performance Management.
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Rating Scales
 Rating scales are standards by which to evaluate performance. You
have the option to assign point values from low to high for each rating
in a scale.
 You have the option to assign point values from low to high for each
rating in a scale.
 You also have the option to assign rating thresholds to associate a
range to the rating points on the scale.
 Rating points are displayed as a bar graph on the review form. You
can choose to display the bar graph with the associated rating
threshold, or hide the rating threshold.
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Demonstration: Creating a Rating Scale
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Activity: Creating a Rating Scale
Refer to your Handout Manual
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Setting Up Questions
Overview
Creating performance review questions is the fifth stage of the performance
review process in ADP Workforce Now Performance Management.
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Performance Review Questions
Performance review questions are questions about an employee's job
performance that you want reviewers to answer.
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Adding a Question That Requires a Rating
 Questions with ratings are associated with a rating scale that is set-up on
the Add Rating Scale page.
 Question bank of both rated and non-rated questions for a performance
review can be set up.
 Assign the questions from the master question bank to the performance
review in the questions section of the Add Template page.
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Answer Types and Descriptions
Answer Type
Example
For information where one item is chosen from a
list of options, such as multiple choice, with
values for each option
Average daily production:
100-150 (High)
50-99 (Average)
0-49 (Low)
Combo menu
For information where one item is chosen from a
list of options; multiple choice
Average daily production:
100-150
50-99
0-49
Comment
For information that needs to be entered as a
large block of text
Describe how the employee
performed against this
competency
Date field
For information that needs to be in date format
Date of infraction
Drop list
For information where one item is chosen from a Customer service representative
list of options; a user can only select an item from average calls in queue expressed
the list
in ranges (such as 0-5 or 6-10)
Coded menu
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Description
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Answer Types and Descriptions (continued)
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Money field
For information that needs to be entered in
Canadian dollars
Sales for the review period
Multi-select menu
For information where one or multiple items are
chosen from a list of options
Languages spoken
Number field
For information that needs to be entered in
numerical format
Units sold during review period
Percent field
For information that needs to be entered in
percentage format
Percent of quota achieved
Phone number
For information that needs to be entered in
phone number format
Alternate phone number
Rating scale
For information that needs to be expressed in
terms of the review scale assigned to the policy
Numbered rating system
Text field
For information that can be entered without any
format; these fields can hold text, numbers,
punctuation, or symbols
Next job title in career plan
Yes/no buttons
For information that requires a yes or no answer
Willing to relocate
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Demonstration: Creating Performance Review
Questions
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Activity: Creating Performance Review
Questions
Refer to your Handout Manual
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Setting Up Templates Overview
Creating performance review templates is the sixth stage of the
performance review process in ADP Workforce Now Performance
Management.
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Performance Review Templates
A performance review template determines what the performance review
form will look like. The template may include instructions for the
reviewers, questions to be answered, and whether comments are
required.
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Information and Sections
The performance review form template is to indicate the information and
sections to be included on the performance review form, such as:
 Specific instructions
 Job Competencies
 Questions
 Goals
 Overall comments
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Customized Templates
Customized Templates can be created for different types of reviews:
 Employee Self - Assessment Template can be created that contains
non-rated questions
and/or
 Template can be created for manager reviews that contain questions
that require a rating
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Demonstration: Creating a Performance Review
Template
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Activity: Creating a Performance Review
Template
Refer to your Handout Manual
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Setting Up Performance Review Policies Overview
Creating performance review policies is the seventh stage of the
performance review process in ADP Workforce Now Performance
Management.
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Performance Review Policies
 The Performance Review Policy is to determine the standards at a
company level by which an employee’s performance will be
evaluated.
 It determines how a review is conducted.
 The policy may include scheduling details and due dates, the role of
the review owner, the templates and rating scales to use, and the
roles of the review contributors.
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Example
Geneva Entertainment has a quarterly review policy for all staff. All
employees are reviewed on the same date. Although the direct
manager is responsible for the review, other managers contribute to it.
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Default Review Policies and Descriptions
ADP Workforce Now provides default review policies. If you wish, you
may modify these polices by assigning rating scales, contributors, and
review templates.
Policy
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Description
Annual Review – Common Review Date
Used to schedule performance reviews for all
employees on the same date. In the Review Due
Date field, enter the number of days (before or
after) you want to allow the owner of the review to
complete the review.
Annual Review – Hire Date
Used to schedule performance reviews on each
employee's service anniversary date. In the
Review Due Date field, enter the number of days
(before or after) you want to allow the owner of the
review to complete the review.
Manual
Manually Schedule the review date
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Demonstration: Creating a Performance Review
Policy
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Activity: Creating a Performance Review Policy
Refer to your Handout Manual
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Demonstration: Setting Up a Performance
Review
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Activity: Setting Up a Performance Review
Refer to your Handout Manual
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Module 2: Debrief
 How do you feel about setting up performance management?
 What do you understand better about performance review
templates and policies?
 How would you summarize what we just discussed?
 How will you use this back at the job?
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Module 2: Summary
Upon completion of this module you will have an understanding of:






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Setting Up Job Competencies
Setting Up Goals
Setting Up Rating Scales
Setting Up Questions
Setting Up Templates
Setting Up Performance Review Policies
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Module 3: Using Performance
Management
Module 3 Introduction
Purpose
This module prepares practitioners, managers and employees to use the
Performance Management feature during the performance review
process, and provides instructions on generating performance review
reports.
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Module 3 Introduction
Objectives
Upon completion of this module, you will be able to:
 Assign Goals as a practitioner
 Conduct Performance Reviews as a manager and as an employee
 Generate Performance Review Reports as either a practitioner or a
manager
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Overview of the Performance Review Process
Practitioners are responsible for setting up all of the elements of the
Performance Review. The access permissions given to practitioners
allow them to create all types of performance goals, including
organizational goals, team goals and personal goals.
Managers can create both team and personal goals. Managers also
start reviews on behalf of their employees. When providing feedback for
a performance review, managers complete a review form as a
manager. If managers have the appropriate access permissions, they
can also generate performance review reports for their team.
Employees are responsible for completing the self-assessment review
form, and may also be asked to provide feedback for their peers during
the performance review cycle.
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Assigning Goals
Overview
 Practitioners set up all of the elements required to conduct performance
reviews.
 Once a performance review is set up, practitioners, direct managers,
and employees can set goals in ADP Workforce Now® Performance
Management.
 The tables on the next three slides summarize the roles, and pathways
to set up the various types of performance goals.
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Assigning Goals (continued)
For Practitioners:
Pathway
Organizational
Goal
Team Goal
Personal Goal
Setup > Tools > Validation Tables > Performance
Goals
Yes
No
No
People > Talent > Performance Goals
No
Yes
Yes
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Assigning Goals (continued)
For Managers:
Pathway
My Team > Talent > Performance Goals
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Organizational
Goal
No
Team Goal
Yes
Personal Goal
Yes
© 2015 ADP, LLC All Rights Reserved
Assigning Goals (continued)
For Employees:
Pathway
Myself> Talent > Performance Goals
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Organizational
Goal
No
Team Goal
No
Personal Goal
Yes
© 2015 ADP, LLC All Rights Reserved
What Is Assigning Goals?
Overview
 When you assign a goal, the employee is expected to work toward
achieving it.
 Once assigned, practitioners, direct managers, and employees can
view the goal and update progress.
 You can mass assign goals or assign them to groups or to individuals.
 You can also exclude goals from performance reviews in progress if
they are no longer being pursued
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Example
Geneva Entertainment requires all Public Relations Specialists to
complete the Social Media for Public Relations training sessions by
December 31 and to update their progress in Performance Management.
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Demonstration: Mass Assigning a Performance
Goal
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Activity: Mass Assigning a Performance Goal
Refer to your Handout Manual
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Conducting Performance Reviews Overview
 After practitioners set up the performance reviews in ADP Workforce
Now Performance Management, all of the roles that participate in the
Performance Review process are ready to complete the final stages of
the performance review process.
 The performance review process includes:
 Scheduling performance reviews
 Starting performance reviews
 Completing performance reviews.
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Scheduling Performance Reviews
Scheduling a performance review is the process of selecting a review
policy and the employees to include in the review. You can schedule
reviews for everyone, for groups, or for individual employees.
Example
All employees of Geneva Entertainment must complete a scheduled
annual review on March 15.
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Mass Scheduling Performance Reviews
 Mass Scheduling tool can be used to schedule a performance review
for a selected group.
 Specify a filter to filter the employee list, and then include or exclude
employees from the mass-schedule list
 Use the same procedure to remove a group of employees from a
scheduled performance review.
Note: Only performance reviews with a status of Not Started can be
removed from the schedule.
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Demonstration: Mass Scheduling a Performance
Review
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Activity: Mass Scheduling a Performance
Review
Refer to your Handout Manual
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Starting a Review
To begin the review process, after scheduling a review, the review owner
must start the review. When starting a review, the review owner:
 Modifies the review dates (if necessary)
 Selects individual contributors
 Selects goals
 Inserts any necessary attachments
 Releases the review forms to the contributors
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Example
 Geneva Entertainment's Public Relations department manager starts
the review process for his direct reports by selecting peer and
employee self assessments, inserting training goals, and releasing the
review forms to contributors.
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Demonstration: Starting a Review
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Activity: Starting a Review
Refer to your Handout Manual
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Completing a Review Form Overview
When contributors complete the review form, they enter comments,
answer questions, and select ratings to evaluate the employee.
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Completing a Review Form - Description
 Contributors will receive a review form to complete through the
Message Center.
 Contributors can complete the review form in one session, or they can
save it and return later to complete it.
 Once completed, contributors submit the form back to the review owner
and can no longer make changes.
 Contributors can view and print the review form at any time.
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Completing a Review Form - Description
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Example
 Manager, Samuel Barbato, releases Peter Biggins' review form to
Peter to complete a self-assessment and to Edward Bonner to
complete a peer review.
 Peter and Edward enter comments, answer questions, and select
ratings for Peter's performance and then return the review forms to
Samuel.
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Demonstration: Completing a Self-Assessment
Review Form
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Activity: Completing a Self-Assessment Review
Form
Refer to your Handout Manual
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Demonstration: Completing a Review Form as a
Manager
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Activity: Completing a Review Form as a
Manager
Refer to your Handout Manual
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Releasing a Performance Review
Overview
Once a performance review form is completed, it must be released to
the employee to review and acknowledge.
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Releasing a Performance Review
Description
 Releasing a performance review allows the employee to read and
acknowledge the information contained in the review.
 When you create a review policy, you have the option to allow the
review owner to release the review manually or automatically upon
final approval.
 You can require the employee to sign off on a review after it has
been approved.
 Practitioners, managers, and employees can print completed
reviews from the Historical Reviews tab on the Performance
Reviews page.
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Standard Performance Review Reports
Overview
Standard performance review reports are preformatted reports that
display performance review data based on the criteria that you select.
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Reports and Descriptions
Report
Description
Performance Review Assignments
Produces a list of reviews scheduled for one or
more employees or employees who are not
scheduled for a review
Performance Reviews – Working Copy
Produces detailed information about incomplete
reviews scheduled for one or more employees
Performance Reviews – Final Copy
Produces detailed information about finalized
reviews
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Module 3: Debrief
 What are your thoughts on the performance review process?
 What do you understand better about scheduling and performing
reviews?
 How would you summarize what we just discussed?
 How will you use this back at the job?
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Module 3: Summary
Upon completion of this module, you will have an understanding of:
 Assign Goals as a practitioner
 Conduct Performance Reviews as a manager and as an employee
 Generate Performance Review Reports as either a practitioner or a
manager
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Module 4: Course Closing
Support After Class – Additional Online Resources
ADP has multiple locations to access online resources:
 The ADP Client Service Centre:
 This is an online repository where clients can locate various types of
information.
 The Bridge:
 This is an ADP sponsored online community for ADP clients to share
knowledge, skills and have questions answered by client/ADP within the
community.
 Workforce Now Support Centre:
 This is an online tool built directly into Workforce Now. The tool is designed to
provide users with:
 Step-by-Step procedures
 Online documentation regarding a variety of subjects
 Learning Bytes on a variety of subjects
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ADP Client Service Centre
The ADP Client Service Centre is an online resource available to all ADP
clients. Users can access a multitude of resources using this tool:
 The Year End service centre, including reference materials and forms
 Welcome Packages, training manuals, Learning Bytes and online
registration
 Health Tracking Program for clients who have purchased ADP Benefits
 Online support and service options.
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Activity: Client Service Centre
Refer to your handout manual
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Accessing and Navigating in the Client Service Centre
Users have access to this tool 24/7. This tool provides a variety of online
tools:
 Step by Step instructional information.
 Learning Bytes (short 2-3 min instructional videos) on a variety of
topics.
 Documentation providing the user with specific details about the topic
searched.
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Activity: Workforce Now Support Centre
Refer to your handout manual
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The Bridge
 The Bridge is sponsored by ADP, and is an exclusive online community
for ADP clients. This community connects HR and payroll practitioners
from across Canada and provides an environment where users can ask
questions, find answers, and network with peers. The community is
free, always available, and is an excellent resource for support on a
variety of subjects.
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Benefits to Registering for The Bridge
 Allows payroll practitioners and HR professionals like you to connect,
engage and share information in an easy-to-use, fully accessible online
forum.
 Acts as an additional resource for support, frequently asked questions
and information for ADP clients of all sizes using all products.
 Always on, for 24/7/365 access anywhere in Canada.
 Easy to use.
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Course Closing
You are now able to:
 Define Performance Management
 Set Up Performance Management
 Use Performance Management
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Survey
How satisfied are you that the
training you completed prepared
you to begin using your ADP
solution?
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