a guide to performance management welcome to workday the power of you

A Guide to Performance ManagementWelcome to Workday

the Power of You

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Our Exelis Commitment to Performance Management Drives Business Results and On-Going Employee Development

> Align individual efforts with the organizational, division, business area and departmental goals to maximize results

> Focus all employees on performance and development priorities to maximize individual productivity and development

> Provide an opportunity for assessment and development of Exelis leadership and functional/technical competencies

> Encourage communication and a collaborative review and development of employee results against goals, objectives, outcomes and employee behavior and competencies

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Transition to

> Workday, our official Exelis Human Resources Information System (HRIS), now includes performance management

> With Workday

> Managers can access employee data and organizational information

> Managers and employees will establish performance objectives, set expectations and identify development opportunities

> Employees can manage personal data, benefits, performance goals and professional development

> Employees will perform a self assessment on how they incorporate leadership competencies in their daily work. They will also have to comment on their strengths and development opportunities.

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Roles and Responsibilities

Employee Manager

> Initiates PfP> Develops SMART

performance and development goals in alignment with company goals

> Communicates goals and career aspirations with manager

> Assesses own performance and results

> Verifies understanding of developmental needs and opportunities

> Participates actively in performance management discussions

> Remains receptive and requests feedback

> Demonstrates responsiveness and timeliness

> Shares Exelis goals to ensure employee’s alignment

> Provides employee feedback on performance, behavioral competencies and functional/ technical competencies

> Coaches, reinforces and motivates

> Offers timely and supportive feedback

> Remains engaged with employee through the performance period

> Provides employee tools and resources to accomplish goals

Shared Responsibility> Commit to established goals > Communicate expectations, changes to goals, challenges/ successes, tools/resources needed> Maintain open and ongoing communication> Remain engaged in development conversations

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2014-2015 PfP Process

Employee Manager Next Level Manager

MyHR Workday

Meet to Discuss Update & Approve2014 Goals

Establish 2015 Goals & Submit

Approve & Comment on Goal ProgressReview & ApproveReview & Acknowledge

Process Complete

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Process Complete

Moving Through the Process

MyHR Workday


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Employee & Manager Meet to Discuss

> Commit to established goals > Communicate expectations,

changes to goals, challenges/ successes, tools/resources needed

> Maintain open and ongoing communication

> Remain engaged in development conversations

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Process Complete

MyHR Workday

Update 2014 Goals in MyHR

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CEmployee Manager Next Level Manager

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• Select the 2014 Interim Feedback Session

• Review & update progress towards your 2014 goals

• Click “Submit Feedback”

Report on 2014 Goals in MyHRhttps://myhr.exelisinc.com

Click “Interim Feedback Session”

Click “Submit Feedback”

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Manager Comment and Submit

Add feedback for 2014 employee goals


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Employee Signs Feedback And Begin Workday

Employee receives and acknowledges feedback in MyHR and MyHR process is complete.! !


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Transition to Workday




Process Complete

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MyHR Complete –> Transition to WorkdayNew System, Same Process

MyHR Workday


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Complete Career Profilehttps://wd5.myworkday.com/exelisinc/login.flex

You MUST use Google Chrome or IE 10(or higher) to log in.!• Click on your Name in the top right corner and select View Profile• Complete your Career Profile either by:

• Importing from LinkedIn

• Entering your job history, education, and skills on the Careers tab Click “View Profile”

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Launch 2015 PfP in Workday

Click “Self Evaluation” Notification

Click “Launch”3

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Click “Go to Guided Editor”

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Inbox Notification

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Enter 2015 Goals

Click “+” to add a goal

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Enter your goal here

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Click icon for dropdown menu.

Fields will adjust and save automatically.

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Click “Next” to continue

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Category – performance or developmentSupports – align the goal with a company goal from the listDue Date – completion date of the goal

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Attach Supporting Documents(Optional – use only if needed)

Click here to upload attachment

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Click “+” to add an attachment

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DO NOT ATTACH CLASSIFIED, COMPANY CONFIDENTIAL DATA, COMPENSATION DATA OR

ANY ITAR CONTROLLED DOCUMENTS IN YOUR PFP

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Evaluate Competencies

Select skill level for each

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Assess Strengths and Development Opportunities

Enter evaluation

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Overall Evaluation

Enter evaluation

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Summary

When your PfP is complete, click Submit to send it to your manager

Go back to a particular section by clicking “Guide Me”

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Process Complete

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Manager Approval and Comment

MyHR Workday


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Inbox Notification & Launch - Manager

Inbox Notification

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Click “Launch”

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Click “Manager Evaluation” Notification

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Click “Go to Guided Editor”

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Add Comments to Employee Goals – Manager (Optional)

Enter Comments

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Click icon to edit

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Evaluate Competencies - Manager

Select an assessment for each Competency

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Click icon for dropdown

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Click a competency

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Strengths and Development Opportunities - Manager

Enter Comments

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Click icon to edit

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Overall Comments - Manager

Enter Comments

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Summary and Submit - Manager

Click “Submit”

Comments in this section will not display in the PfP final print out. Manager and Next Level Manager comments are not visible to the Employee.

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Process Complete

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2nd Level Manager Approval and Comment

MyHR Workday


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Review Employee Evaluation - Next Level Manager

Inbox Notification

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Click “Manager Evaluation” Notification

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Click “Approve”

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Process Complete

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Employee Receives and Acknowledges Review

MyHR Workday


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Employee Acknowledges Review

Click icon & acknowledge

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Click inbox notification

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Process Complete

Click “Submit”

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AppendixCreating Goals | Competency Evaluation | Performance Discussion

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SpecificWhat specifically will I do?

Example: > Identify and plan a process improvement initiative in your department

that will achieve reduced cost and increase quality by the end of first quarter.

Measurable

How can I measure success or know that I have reached my goal?

Examples of measurable items:> Revenue/Margin/Market Share/Growth/Budget/Operating Income> Quality Standards/Attendance Rate/How Many (Percentage/Frequency)> Customer Satisfaction/Employee Survey Results/Benchmark Standards> Margin of Errors/Acceptable Rates of Mistakes

AlignedIs the goal aligned to my department, business area, division goals?

Example: > All customer complaints must be responded and resolved within 24

hours in order to improve customer satisfaction within our division.

Results Oriented

What’s the impact? Will it deliver results to enhance business or development?

Examples of things that are Results Orientated: > Consistent with Functional Specialty and Company Business Direction> Challenging to Motivated Employees Career Development Objectives

Time BoundWhat’s the due date? Be specific on exact date.

Example: > Identify and plan a process improvement initiative in your department

that will achieve reduced cost and increase quality by March 28, 2015.

You Can’t Improve What You Don’t Measure!

How to Create “SMART” Goals

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There are two types of goals for 2015:> Performance

> What do I have to accomplish to get my job done?

> What do I have to do to be successful in my job in 2015?

> Recommend 2-3 goals

> Development

> How can I develop (knowledge, skills, abilities, leadership behaviors) to grow in my current role or future role?

> Recommend 1-2 goals

Creating 2015 Goals

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> Reduce the cost of the X by 10% by July 28, 2015 in support of division requirement to create more affordable solutions

> Ship 25 tested, qualified systems to Air Force by September 25, 2015 to satisfy contract requirements

> Achieve 20% material productivity gains in both direct and indirect supply chains through business intelligence, e-buying channels and corporate sourcing capabilities by June 25, 2015 to organizational supply chain goals

> Lead Program X and deliver 300 systems by November 28, 2015 to the Navy as specified in contract

> Capture new business development opportunity of $xxM as committed in Q2 forecast

Sample Performance Goals

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Learning Formula = Learn + Apply

Development Goals

We learn by doing Focus your development goal around what you can do to developExamples:> Added responsibilities> Exposure to portfolio of products> Projects and/or task forces> Learning something new and taking responsibility to apply it to a project> Scale (size) jump> Scope (complexity) change> Stretch Assignment

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> Review each behavioral competency description in PfP

> Select your skill level for each competency

> Developing > Proficient > Excels

> Write concrete examples to support your self assessment in the Strengths and Development Opportunities section

Complete Self Evaluation of Exelis Behavioral Competencies

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> Everyone has an opportunity for continued growth and development in one of the competencies and associated behaviors

> Developing rating is expected for employees that are> New in role – less than one year> Taking on expanded responsibilities in scope or scale> Learning new technologies> Dealing with complex problems

> Creating a rich development goal is essential to advancing ourselves and Exelis

“Developing” Assessment on Exelis Competencies

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> Collect specific examples of performance and behavior (completed projects, external/internal customer input, peer input, missed deadlines, specific behaviors)

> Note key accomplishments, additional responsibilities, and areas for improvement

> Ask questions, listen and provide clarification> Follow up on agreed upon goals

as performance/behavior is demonstrated

Checklist to Prepare for Performance Discussion

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Engaging in the Performance Discussion

> Work toward common goals> Set clear expectations> Give and receive regular feedback> Ask for guidance> Acknowledge good performance and desired behaviors> Respect and plan the time for employee/manager

discussions> Work constructively toward understanding and

agreement

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Questions and Answers

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