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Employee resources and state workforce

Department of Administrative Services > Employee resources and state workforce > Performance accountability and feedback

Performance accountability and feedback

The Performance Accountability and Feedback workstream is part of the Oregon Management project, with the goal to empower managers with the right tools and training to produce outcomes, provide support, assess performance and provide feedback to the staff they manage, according to our statewide values and competencies. 
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TRAINING | ​​frequently asked questions:
Managers will be required to complete Performance A​ccountability and Feedback training within three (3) months of initial appointment into their supervisory position.
What will Performance Accountability and Feedback mean for managers?
​Managers will receive training on the performance accountability and feedback model, learn how to provide feedback, develop clear expectations and measurements, provide coaching and conduct the quarterly check-ins. This process will create a clear, consistent and comprehensive statewide performance accountability system. Managers will use the online Workday portal to enter information for each quarterly feedback session.  ​​​
Who will take the training?
​All supervisory managers are required to take the training.
What training is required?

​​All new supervisory managers are required to complete three online self-paced modules and the Foundational training program. The training cover the following:

  • Module 1 - will provide an overview of the enterprise values and competencies; accountability; and the Performance Accountability and Feedback model. 

  • Module 2​ - will cover the planning phase of the Performance Accountability and Feedback model.  The planning phase consists of reviewing the agency’s strategic direction; reviewing and updating position descriptions; reviewing and updating performance expectations; and development planning and goal setting.

  • Module 3 - will cover the monitoring phase and quarterly feedback sessions. This consists of doing regular check-ins, giving feedback, and coaching employees.

  • Foundational training program​ - will cover critical foundational skills for managers that can be applied immediately in the workplace.

What is the timeline for the required training?
​​​The three online modules must be completed within 30 days of initial appointment into a supervisory position. A new manager must enroll into one of the Foundational cohorts within five days of initial appointment into the supervisory position. View the PAF checklist​ for more information and timelines.
Is there a cost for the Foundational training program?
​​​​Yes, participants will be charged $500 for the training to cover materials and facilitator fees. ​​
Is there any special assistance or alternative for trainings?
​​​​If you need special assistance to take the online course or attend a virtual classroom session, please contact CHRO.training@das.oregon.gov.​
What is required of managers after completing the training?
​All supervisory managers will need to start conducting quarterly check-ins with their employees and document them in Workday. 

For details on all the required tasks and the quarterly check-in schedule view the PAF Checklist​. 
Can anyone take the training?

​​​​​The online training is open to anyone, but it is intended for supervisory managers. There is no cost to take the online training.

The Foundational training program is limited to supervisory managers.

I am already skilled in giving performance feedback, why do I still have to take this training?
​​​The purpose of the training is to provide all manager's the same knowledge and skill in the Performance Accountability and Feedback model. Every manager has different levels of experience and the training is one mechanism to provide the same baseline for all managers. 
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​PERFORMANCE CHECK-INS | frequently asked questions: 
Managers will be required to perform their first check-in with subordinate employees  within three (3) months of completing the Performance Accountability and Feedback training.
Will the quarterly check-in’s replace performance evaluations?
Yes, the quaterly check-ins will be required for all employees​ and replaces the yearly performance evaluations. Managers can choose to continue to provide formal performance evaluations, however they are not part of the requirement and would be up to that manager and agency discretion. ​​​​​
Who do check-ins apply to?
All supervisory managers will conduct quarterly check-ins with their employees​.
If managers are currently providing annual performance evaluations, will they continue to get performance evaluation reminders through Workday?
​​No, performance evaluation reminders for all supervisory managers have been turned off in Workday.​
Will Workday automatically kick-off check-ins?
No. Check-ins are a manual process initiated by the manager. See the check-in job aid on how to do check-ins in Workday.​
What is the consequence if I don’t complete a required training or conduct check-in?
​Agency directors and HR managers will receive completion reports and will address this with those who have not completed the mandatory training or check-ins.
Is the information entered into a check-in in Workday transferable?
Yes, information entered into a check-in in Workday will follow the employee throughout their state service.  ​
Who can view information about an employee’s quarterly check-ins in Workday?
The employee who received the check-in, their manager, their manager’s manager, and HR will be able to view the shared information added in a check-in.  
Will the manager’s completion of the check-in’s affect their ability to receive increases at some point?
​No. At this point, pay is not tied to completion of the required check-ins. ​​​
Will there be templates in Workday for the quarterly check-ins?
The check-in feature in Workday are very basic with no busines processes tied to it. 

There is a job aid providing detailed information on what should be added into the different fields. Below is the link.

Will there be training on what should and shouldn't be documented in the check-ins?
​​Beyond what is containted in the online courses, there will not be additional training at the statewide level. Agencies may provide agency specific training. Contact your HR Department to see if they provide additional training or support. 

What you put into the check-ins does not need to contain really detailed information. The Check-in job aid ​provides examples for each of the quarterly feedback sessions. Remember, all information entered into the check-in feature in Workday can be requested via public records request. Make sure to only document factual information. Do not include personal editorials.
Will the quarterly check-ins/feedback function be available on the Workday mobile application?
​​At this ti​me, the check-in feature is only available on the web based version of Workday and not available on the mobile app.
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 ​​VALUES, COMPETENCIES, AND GOAL SETTING | frequently asked questions: 
How are values and competencies incorporated into position descriptions and job recruitments?
  • ​​DAS CHRO has incorporated the enterprise manager competencies into the job profiles for managers and is working on adding them for all other job profiles. Agencies can add these and other competencies into position descriptions and job recruitments.
  • Managers can use the manager competency guide or employee competency guide​ to identify developmental goals.
Where is affirmative action, diversity, equity and inclusion reflected in the enterprise values and competencies?
  • ​Affirmative action, diversity, equity and inclusion are reflected in the enterprise’s equity value and in the communication and intentional engagement competencies.
  • ​DAS CHRO has incorporated the enterprise manager competencies into the job profiles for managers and is working on adding them for all other job profiles. Agencies can add these and other competencies into position descriptions and job recruitments.​​
  • Managers can use the manager competency guide or the employee competency guide​ to identify developmental goals.​
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