PowerPoint Presentation

[Audio] In Workday, we have a tool that will help you manage and coach your people through these policies..

[Audio] Here is an overview of the process flow for a disciplinary action. This is using the terms and functions in Workday that you will see in the walkthrough shortly. It begins with Start Disciplinary Action. You will then complete the Manager Evaluation. Your HR Business Partner will review and approve or decline and send back to you. You will then communicate this to the employee. Finally, the employee will review and mark off that they received it. The only exception to this process is if you are just capturing a coaching. This will skip over Approval by HR and the system will take you to the Communicate to Employee step. All other disciplinary actions will need to be reviewed and approved by HR. Let's walk through some of these steps..

[Audio] First, you will start by logging into the system and then the quickest way to get to disciplinary action is to search Start Disciplinary Action in the search box. When that pops up, click on the link to get to the start page.

[Audio] When you click " Start Disciplinary Action," this is the screen that will pop up. Workday will guide you on how to fill out all of these fields. For example, when selecting the Employee, only those employees who are on your team will populate here. When selecting your Review Template, take note that you will select one of the options related to a disciplinary action. So this may include coaching, Documented Verbal, First Written, and so on. Again, when you're filling out these fields, Workday will help you find what you need. You can select one or many reasons for a Disciplinary Action reason in Workday. If several things are going on, you can capture that here. If there is a related Disciplinary action, like a Documented Verbal already in the system, you can capture one or many here. Finally you will want to set a period of time for the disciplinary action. You should be timely in capturing dates in Workday to support any issues. You may capture prior dates, but it's recommend to be ahead of this as possible. When done, click 'Submit'.

[Audio] Once submitted, you need to take one more step. The next screen that pops up will prompt you to click " Open" to Complete the Manager Evaluation. Once you click that, you have two options. You can either have Workday take you step by step through the process using the Guided Editor, or you can do all of the pieces at once using the " Summary Editor." Click on the one you want to use and you will see the next screen.

[Audio] On this screen, you will answer these questions based on the conversation you have had or will have with the employee. Click the pencil next to each question to complete the evaluation. When done, click Submit to send it off to your HR Business Partner..

[Audio] You can see the progress the action is making at anytime in Workday. Here for example, you can see the next step is HR Partner approval. Below you see the final two steps are " Communicate to Employee" and then " Provide Employee Review Comments." Once the HR Partner has approved your disciplinary action, you will sit down or take aside the employee to talk through what you entered, and you will mark this as completed in Workday. Workday finally prompt the employee to review and mark the action as reviewed..

[Audio] You will review this process again in additional Workday training and through additional activities with your manager. This is just a preview of how you will track. Now that we've gotten through a majority of our training course, you'll start to practice some of these concepts in activities..