Self-Assessment Gives Employees Input on their Job Performance
Employees have the chance to weigh in on their own job performance using the Self-Assessment feature of Workday, part of our new Performance & Development (P&D) program.
The window to complete Self-Assessment runs from Sept. 2-13. These self-evaluations are mandatory for nurses due to Magnet requirements. They’re optional – but highly encouraged – for all other employees.
The Self-Assessment tool provides the opportunity to reflect back on the previous year and the ways you met these criteria:
- Carrying out your core job responsibilities
- Contributing to the experience of patients, families and your fellow employees
- Working as an individual and as a member of a team to support the values and culture platform at Cook Children’s
- Achieving goals (directors only)
The summary portion of Self-Assessment asks for specific examples of your top two accomplishments. These are the areas where you feel you’ve made the most impact this performance year. You’ll also be asked for specific examples of your top two development areas and how you addressed them.
At the end of Self-Assessment, you must select your overall performance rating. You’ll have an opportunity to include additional comments before submitting the form. All sections except additional comments are required fields.
“Many of you have been giving candid and honest input to your colleagues through Peer Feedback in Workday, and Self-Assessment lets you express that same candid and honest feedback on your own behalf,” said Merridth Simpson, AVP Human Resources Operations.
“We strongly encourage everyone to complete this Self-Assessment so that you’re speaking up about what you consider your most valuable contributions at Cook Children’s,” Merridth said. “Not doing so is a missed opportunity to advocate for yourself.”
Your confidential Self-Assessment can be viewed only by you, your manager and Human Resources (HR).
Why do performance evaluations matter? Because they capture feedback and performance insights so that our organization can make informed talent decisions. With the new P&D structure, we are transitioning to a universal, bi-annual timeline for performance reviews instead of anniversary of hire. Physicians and teachers are on a different track.
Filling out a Self-Assessment gives you a voice in your own performance reviews. The other component of performance evaluations is a review by your manager. The feedback you provide in Self-Assessment will be used as input for a check-in conversation with your manager in October.
Manager Evaluations
The Manager Evaluation includes the same sections (see the four bullet points above) for the manager to complete for a direct report. It also includes an assessment of the employee’s readiness to take on additional responsibilities.
An overall performance rating of “Inconsistent,” “Strong” or “Exceptional” is calculated at the end of the Manager Evaluation.
For Fiscal Year 2024, we’re doing only year-end evaluations. FY25 will expand into setting goals, mid-year check-in conversations, tracking career aspirations and other functionality through Workday. Our former system, called PACE, has been retired.
This new approach to P&D at Cook Children’s aims to create a simpler and consistent process for employee reviews, career planning, goal setting and more.
These changes are designed to help every member of our workforce continually enhance their professional skills and flourish at Cook Children’s.
Please reference the Year-End Performance Evaluation Job Aid or step-by-step screenshots (clickviews) to learn more about submitting your Self-Assessment.