Applies to all salaried employees and leaders.
In our employee engagement survey, many of you said you wanted clearer priorities and a better understanding of what our values look like in action. We heard you. Our senior leadership team agreed that performance management is one of the best ways to create that clarity by helping us focus on what matters most, build accountability, and support great work across the organization. That’s why we’ve made some important updates to our performance management program.
What is changing?
- We’re aligning our performance management cycle to the fiscal year (November 1 – October 31).
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The benefit: our goals fall in line with our annual operating timelines.
- We’re implementing Dayforce (our HR Information System, or ‘HRIS’) to document our performance process.
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The benefit: consolidation of our people data into a single company platform – one place to set goals, track progress and document performance reviews.
- We’ve developed a new Performance Management course, found here.
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The benefit: this course covers the full Performance Cycle, including a “how-to” section for navigating Dayforce and a quick reference guide in the Resources section.
What do I need to do?
Please enter your 2026 performance goals into Dayforce by September 18, 2026.
- As we are introducing Dayforce part way through the performance cycle, we are not asking you to create new goals. Rather, we are asking you to document the goals you have already been working toward this year, so they are captured in the system and available for the year-end performance review process beginning in late September.
Launching this process now will help familiarize everyone with Dayforce in advance of the 2026 year-end process and the start of the 2027 performance cycle this fall.
We will share more details about the year-end process in the coming months. If you have any questions in the meantime, please reach out to your HRBP.
Team: News