Wingspan Goal Setting Process
Employee Orientation FAQ
Will the PowerPoint be available to us?
No, as the PowerPoint deck is devoid of much context it would be of limited value. However the Job
Aids related to Wingspan are available in both the Employee Section of the SMS Website and in the left
side Navigation Bar of the Wingspan application. A recording of the Orientation session is also going
to be available shortly.
Will suggested and prescribed goals be identified in Wingspan?
Yes, each goal is clearly labeled as Suggested or Prescribed on the Goals Detail screen. Click on the
goal to view.
Not all of us have been exposed to Wingspan.
The Employee section of the SMS Website contains the job aids for the entire Wingspan application,
including Goal Setting and Performance appraisals. Please review these materials. Additionally, you
can send an email to [email protected] to request assistance from the
Wingspan support team.
When you make those available, will you be distributing them via email? Not all of us have an
SMS laptop and therefore do not have access to the SMS SharePoint site.
The Wingspan orientation and Job Aid materials are available via the SMS Website and the Wingspan
application. These are both web based sources and Sharepoint access is not required.
Is this site available without VPN connection?
Yes, but internet connectivity is required.
Is the Wingspan only for SMS employees only?
Yes, Wingspan is a Performance Management application for use by SMS employees only.
How do you accomplish a recurring goal like daily time entry?
The specifics of each goal are defined by your manager and normally identified in the measurement
area of each goal. For this example, the manager may state something like: “Daily Timesheet
entry is measured by the Deltek time entry system. Floor check failure notices should not
occur more than 3 times during the appraisal period”
Are we supposed to move the progress slider? I noticed it did not match the measurement %
Yes, employees can use the progress slider to note progress on goals. Click on the slider and move it to
the right or left, in increments of 25%. Your manager can review the progress on all your goals and
adjust goals based on the progress slider.
Can we modify the prescribed goals? I thought prescribed goals were not subject negotiation.
Or am I misunderstanding the process?
Prescribed goals cannot be modified.
When we are working on a goal, how do we log our time?
The Deltek time entry code related to work performed on the Wingspan Appraisal process is located
under Indirect, Overhead with a code of OVRHD.13.0006.COR.02. This should be used for goal
planning and performance appraisal activities.
Are we going to be provided any automated tools that will assist us with determining employee
performance at meeting goals? For example for the daily entry of time will there be a tool that
assist us in determining the percentage of time that employees enters their time daily?
Each manager should identify the measurements that will be used in determining the overall
performance criteria for a particular goal. Employees should make sure they understand each goal via
discussions with their managers.
Will we be given the URL to the wingspan site as part of this orientation?
The Wingspan production URL is:
https://smsperfmgmt-ws.silkroad.com/Smsperfmgmt/Login.aspx?ReturnUrl=%2fsmsperfmgmt
%2f
If the system was down and preventing us from completing the goal such as daily time sheet,
how do you judge the performance of this goal?
Most managers would waive the requirement for that goal, during the outage, due to system related
availability issues. You may also keep track of such things with the Wingspan Journal Entry feature
outlined on the Performance Appraisal Job Aid.
Will Wingspan generate a daily alert for a daily goal?
No. You can use Outlook to create your own reminders as needed.
Is Timesheet tracking % retro-active back to Jan. 1, 2013?
In developing your goal assignment, your manager should identify the timeframe associated with it.
This information is a key part of the SMART goal format the SMS encourages. At a minimum, all goals
for 2013 should cover the time period between 7/1/2013 and 9/30/2013.
Using the Daily Time Entry goal as an example, let’s say something is out of your control such
that you cannot complete your time entry at the end of the day. This might be due to a charge
code not being available, or DelTek login failing, something like that. How is that reconciled
with DelTek indicating you missed a day when this miss was out of your control? How is this
reconciled on your goals?
Most managers would waive the requirement for that goal, for an affected timeframe, due to issues
beyond an employee’s control. You may also keep track of such things in your Wingspan Journal,
accessible by clicking the Journal button, in the upper right of the WingSpan home page. For more
information about this feature, check the WingSpan user guide, accessible from the WingSpan
navigation menu.
Will there be "allowances" for remote employees, i.e. sometimes it takes time to figure out what
the goal is requiring and what actions one might take?
Communication with your manager is critically important, regardless of your work location. Please plan
to discuss expectations for each goal assignment with your manager.
Will we be getting goals assigned over the course of the year or just now and or our appraisal
time?
For 2013 there will be only one (1) goal setting process due to the short timeframe between launch and
annual appraisals. We do anticipate that in future years, goals will be completed and added
throughout the appraisal year.
How do we integrate this into a diverse team that’s a 24x7 operation when half are SMS FTE and
the others are 1099 or contracts?
Only the SMS FTE (actual employees) are affected by the Wingspan Performance Management
application.
How do we claim credit for recurring tasks in WingSpan such as daily time entry? Do we wait
until near the end of the appraisal period to claim 100% completion? What if an employee
missed a few daily entries? Then what does that person enter as completion credit?
Unlike a discrete task which has a clear beginning and end, a recurring task is more complex. The
‘claiming credit’ for goals is going to be taking place as part of the Annual Appraisal Process
(approximately 10/1/2013 through 11/30/2013). Each employee and manager will have the
opportunity to provide their scoring and comments related to each goal. Discussions of those
evaluations are a critical piece of the annual appraisal process. Again, we urge you to discuss any
issues you may have regarding a goal with your manager as soon as the issue arises. Don’t wait until
the Appraisal.
Who determines when the goals are met? If you complete all your goals early what is the
process forward?
Your manager should specify in the goal detail the specific criteria that signify goal completion. If you
have questions, please discuss them with your manager so that the two of you have the same
expectations. Official goal scoring will occur during the annual appraisal and we will provide instructions
for these tasks then. If you complete the goal before then, you can note that on the Goal Detail screen
using the progress slider and the note entry feature. Your manager will assign new goals for 2014
following the completion of this year’s annual appraisal this fall.
So for our timesheet will we have to fill that goal every day plus do our timesheet in Deltek?
That makes 1 timesheet for VA, 1 timesheet in Deltek and 1 goal, if that is what we are supposed
to do?
All SMS employees must enter time charges each day, as required by our government contracts.
Employees working on a VA contract may also need to submit time charges using the VA’s system of
record, as prescribed by contract requirements. How often you log goal performance is up to you, but
you will need to rate your goal performance during your annual appraisal. Keeping notes using the
WingSpan tool may help with this task.
When are these goals to be assessed? Will they be assessed by the Due Date or next summer?
Goal performance will be assessed during your annual appraisal this fall. Most managers have
structured goals to accommodate this short time frame. Our goal this year is to launch the goal process
and incorporate it into the annual appraisal. Next year, we hope to enrich the process based on the
feedback we receive.
How much time on an average you expect for goal review?
Goal review should take 30 minutes, depending on the number of goals you have and whether you
need to negotiate changes. You may need additional time for discussions with your manager.