Check-Ins

Barrett Honors College recognizes the importance of regular and meaningful conversations between employees and their supervisors as part of an ongoing educational experience for both the staff member and the supervisor. As part of this commitment, Barrett encourages employees to participate in Workday Check-Ins, which are semiannual discussions focused on employee development and performance.

Through Workday Check-Ins, employees have a dedicated space to reflect on their achievements, address challenges, set goals, and align their work with the mission of Barrett Honors College. These conversations promote a culture of continuous improvement, employee engagement, community and belonging, and personal growth, ultimately contributing to the overall success of the organization.

What Are Workday Check-Ins?

Conversations that move us forward.
Grounded in ASU’s culture of innovation, Check-Ins are structured, intentional conversations between employees and supervisors that promote:

• Clarity around performance and goals
• Stronger manager-employee connection
• Ongoing professional growth and development

Check-In Workflow

1. Self-Evaluation sent to employee via Workday
2. Employee completes self-evaluation
3. Supervisor reviews and responds with evaluation
4. Process concludes in Workday

Check-In Timeline

Step 1 – Prepare for Conversations

• Review expectations for your self-evaluation and begin reflecting on what you will share.
• Consider how your role supports the mission and values of Barrett.
  • Reflect on:
    • Key achievements
    • Challenges faced
    • Goal for the near future
    • How does their position promote the mission and values of Barrett

Step 2 – Training

• Employee Training: A self-paced course on how to complete your Check-In is available in Workday Learning.

Step 3 – Forms Sent to Employees

• Check-In forms are distributed to employees via a university-wide Workday communication.
• Applies to staff employed at the time of distribution.

Step 4 – Forms Released to Supervisors

• Supervisors receive employee submissions for evaluation and response.
• Forms may be available earlier if employees submit ahead of time.

Step 5 – Deadline for Completion

• All Check-Ins must be completed in Workday by the established deadline for fall and spring.
• The system will automatically close for supervisors at that time.

Action Items for Employees

• Complete the Check-In Employee Training in Workday Learning
• Discuss the Check-In process with your supervisor
• Gather information and reflect on your accomplishments, challenges, and goals
• Submit your Check-In form in Workday by the deadline

Action Items for Supervisors

• Review the Check-In Supervisor Training in Workday Learning 
• Communicate expectations and timeline to your employees
• Review submitted employee Check-Ins promptly
• Provide thoughtful evaluation, feedback, and responses in Workday
• Ensure all Check-Ins are finalized by the deadline

Personal Tracking Suggestions:

• Work Journal / Notebook – Keep a running log of accomplishments, challenges, and milestones.
• Email Folder – Save copies of “kudos,” positive feedback, or project updates in a folder called Check-In.
• Calendar Notes – Add brief reminders of completed projects or events directly into your work calendar.
• Weekly or Monthly Recap – Spend 5 minutes each Friday writing down what you accomplished that week.
• Goal Tracker – Align accomplishments to goals set earlier in the year to show progress.

References

• ASU Performance Management (guide on how to submit conversations within Workday to supervisors)