Carnegie Mellon University

Hand arranging blocks printed with various training concepts

May 11, 2022

Training Update — Spring 2022

Goal Setting Training Available

As the current performance management cycle concludes and we shift into the goal setting phase for 2022–23, the Office of Human Resources (OHR) is offering training sessions and tools for anyone new to the performance management process or who needs a refresher on creating “SMART” goals. Training sessions are highly recommended for new employees to develop a broad understanding of the performance management process and to help illustrate how to navigate in Workday to input individual goals.

  • Performance Management and Merit Resources: Provides a plethora of resources including system guides for supervisors and employees, templates to prepare your goals, and much more.
  • Training for New Employees: This recorded session provides a comprehensive overview of the process for employees who have never participated in goal setting in Workday.
  • On-Demand Training: Select "Enroll" under the Actions column to view the recording.
  • Staff Supervisory Awareness Program: OHR will host an additional session of the program's "Performance Management: Managing, Addressing and Recognizing Performance" module. This session will not focus on the technical aspect of performance management; rather, it provides supervisors with more in-depth information about understanding the role of performance management and setting expectations in the supervisory relationship. Register now, as availability is limited.

If you have questions or need help accessing training materials, please contact the Learning and Development team.

OHR Making Progress Toward Job Family Development

OHR has made tremendous progress toward development of a model for areas to take a more structured approach to career growth. The intent is to identify the skills, competencies and professional credentials necessary at each level for a specific job family, and outline them so employees have access to a developmental framework allowing them to work more independently to enrich their skills. With this additional guidance, employees will be better prepared to be promoted into successive roles within a career family.

Over the last several months, OHR implemented a pilot program, looking closely at the skills and competencies required by HR generalists and business partners and breaking them down into learning paths. This particular job family consists of five levels: 1) HR generalist I, 2) HR generalist II, 3) HR generalist III, 4) HR business partner I, and 5) HR business partner II. The skills at each of the five levels are built upon those required at the preceding classification in the job family. Team members wishing to prepare themselves for the next level should work to master the skills and competencies required in their current roles. Then, as higher-level positions become available, employees will have a head start on developing some of the more advanced skills and competencies required at the next level.

Much of the process is dependent upon the subject matter experts’ input and the recommendations of the functional managers and supervisors regarding what is required for each position. However, by working through the process with this pilot job family, OHR was able to develop a blueprint for making this process scalable across other job families. More information to come in the near future.