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ECP Employee Performance PlanJanuary10, 2007

Instructor: David Rivers, Lynda.comAttendees: Joe and Jane Student

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e-Performance

The Primary Objecitves of the ECP e-Performance Program are to:

• Strengthen Organizational Performance • Increase our Competitive Addvantage• Encourage Continuous Performance

Management as a Key Business Process

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e-Performance Program Goals:

Increase visibility, alingment and shared accountability of corporate, team and individual goals

Improve management access to data, e.g., track individual or company progress against goals; identify competency gaps; asess performance ratings distributions

Save time and eliminate paperwork through instant online access, electronic routing of forms, and automated email reminders

Improve the quality of feedback through the use of coaching and writing tools

Enhance individual performance through more frequent and regular feedback

Introduce competencies as a means of identifying, assessing and measuring the attainment of critical skills and knowledge

Provide managers and employees with a performance management system that meets our business needs by being web-based, accessible 24 x 7, and flexible

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Roles & Responsibilities of Managers:

Set and communicate both departmental and individual goals; ensure last year’s goals are entered into the system

Gather input and write performance review for all direct reports, driving process and ensuring completion

May request feedback on performance from other mangers or internal “customers”

Review and approve plans, changes Utilize performance journals, goals and

developmental pages throughout the year to provide ongoing feedback and coaching to employees

Prepare and conduct discussions on performance and compensation/merit increases; be prepared to address employee concerns

Provide approval for next level down

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Roles & Responsibilities of Employees:

May enter last year’s goals into system, if assigned by manager

Write self-appraisal, including performance and development plan

Identify support needs and provide feedback to managers; also communicate areas of performance that may be overlooked

Utilize performance journal, goal and development pages to track performance and keep notes throughout the year

Initiate coaching and feedback from manager as needed; be prepared for two-way discussion

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Roles & Responsibilities of HR:

Coordinate overall e-Performance Program, creating framework, training, communications and schedule

Provide company-wide training Support and administer e-Performance system,

including responding to user issues or problems with the tool

Maintain a log of all issues reported by employees or managers, monitor the fix, feeding back to the reporting individual

Monitor and report to business partners on % completion, performance distribution, overall measures, etc.

Review and collaborate on performance management plans

Provide consulting and mediation as needed Evaluate user experience and report issues

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e-Performance FY07 Schedule:

Jan 10 Announce e-Performance Program and training schedule to all users

Jan 11 & 12 User Training pilot sessions (2)Jan 14 e-Performance system launch – system

available to all employeesJan 14 User Training begins for managers &

individual contributors (based on geography)

Feb 1 – 15 Employees/managers enter previously established goals for FY07 into system

Feb 1 – 15 Employees complete self-assessmentsMar 15 Managers complete reviews of employees,

may solicit input from others internally

Apr 10 Manager submits merit & bonus ratings, subject to approvals by senior management

Apr 10 – 30 Managers conduct performance discussions with with employees

Apr 30 Managers inform employees of merit increases and bonus amounts, linking back to overall performance ratings

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Q & A

Thank You!