CDM for Managers

How to use the CDM to support career development(for people managers)

Review your team's CDM profiles

REVIEW Performance Philosophy

EvaluatE your team's Performance

Review our Employee Growth Strategy

Align CDM with objectives

Career Development Model

3.Usin our employee growth strategy

Co-create meaningful objectives

TOOLs for Evaluating Team Performance

Enabling your team's talent

How do I know if they are doing well?

Giving feedback on what to work on

What are the performance touchpoints?

Align your team members CDM with their objectives

1. Navigate to their objectives in Workday
2. Review the wiki for additional information on supporting and evaulating your team members objectives throughout the year.
3. Reflect on opportunities for them to develop

Click to find your team member's objectives.

Use objectives to grow

Work with your team members to set individual and development objectives early in the year and check in regularly to assess progress and offer support when things shift.If they are progressing well based on your evaluation, discuss ways to help them grow by considering:

• What is fulfilling to them?
• What does your team need?
• What does the next level of this role require?

Objective Setting resources

How do I know if my team member is doing well?

Reflect on their objectives and the responsibilities of their role:

• How are they demonstrating their Leadership Capabilities and Domain Expertise in relationship to their objectives?
• Are they meeting their objectives without the skills present in the Leadership Capabilities and Domain Expertise?
• What are others sharing about them? (Multi-Source Feedback, Bonusly, Anecdotal)
• Review past performance reviews, if possible

2. APR & Growth Check-Ins(One each per year)

1.Multi-Source Feedback (Ongoing)

3. Career Conversations (Multiple times per year)

In addition to CG-wide touchpoints, managers should have regular conversations with their direct reports about their career development - e.g. learning areas, stretch assignments etc.

Formal conversations between directs and managers to reflect on progress against objectives, challenges, and areas of growth, as well as to define forward-looking opportunities for learning, development, and impact.

As a manager, encourage your directs to request feedback often and help them select feedback givers, as needed. Review feedback regularly in development conversations to understand how they are exhibiting skills in their work.

Read more about our Employee Growth Strategy

Use objectives to grow

Work with your team members to set individual and development objectives early in the year and check in regularly to assess progress and offer support when things shift.If they are progressing well based on your evaluation, discuss ways to help them grow by considering:

• What is fulfilling to them?
• What does your team need?
• What does the next level of this role require?

Share real feedback

• Do they need to work on skill development to meet the demands of role?
• What is getting in the way of great performance for them?
• How could you help them to grow and develop through mentoring, training etc.?

Multi-source Feedback is a great tool for this.

Our engineering teams engage in a Career Development Forum to support one another with development. Explore the link below for ideas.

Career Development Forum-Engineering Example