performance & development

Performance & Development

Overview of Company Performance & Development

ComponentsPhilosophyIntro Processes Roles HPD Tools Congrats!

Appreciate the benefits

Understand Company’s performance philosophy

Define the key components of the process

Intro

Total Time: Approximately 30 minutes

Know how the process works with other processes

Describe your role in the process


Gauge your level of awarenessComplete the following 3 statementsReflect on your answers

Intro


It is important to manage employee performance because…

Complete this statement:

Continue

Intro

Continue



Sustained organizational results are best achieved by…

Intro

Continue



My role in performance management is…

Intro

Continue


Company’s Performance Philosophy

Duration: 8 minutes


Philosophy:

A set of fundamental ideas or beliefs relating to a particular

field or activity

Philosophy


Philosophy

Process

Philosophy


EMPLOYEE

Philosophy


Growth

Enablers

Productivity

Cash

People

Philosophy


Having the best people mobilized correctly and motivated provides the basis for all of the initiatives to happen and can make a huge difference in the performance of

the organization

Dave CoteChairman and Chief Executive

Philosophy


1. Growth and Customer Focus

2. Leadership Impact

3. Gets Results

4. Makes People Better

5. Champions Change and Six Sigma

6. Fosters Teamwork and Diversity

7. Global Mindset

8. Intelligent Risk Taking

9. Self-Awareness/Learner

10.Effective Communicator

11. Integrative Thinker

12.Technical or Functional Excellence

Philosophy


Sustained company

performance

1. Growth and Customer Focus

2. Leadership Impact

3. Gets Results

4. Makes People Better

5. Champions Change and Six Sigma

6. Fosters Teamwork and Diversity

7. Global Mindset

8. Intelligent Risk Taking

9. Self-Awareness/Learner

10.Effective Communicator

11. Integrative Thinker

12.Technical or Functional Excellence

Philosophy


Superior Company

Performance

Philosophy


“People are the ultimate differentiator”

Philosophy


“People are the ultimate differentiator”

Superior employee performance leads to superior ideas and actions

Superior ideas and actions drive superior Company performance

Philosophy

Employees


Hire best people

Mobilize and motivate

Focused on right goals

Have tools & resources

Assessed & rewarded based on contributions

Philosophy

Mobilize and motivate


Establish the right goals

Four levers to mobilize and motivate people

Ensure development opportunities

Philosophy

Assess employees

on their performance

Link pay to performance

ComponentsPhilosophyIntro Processes Roles HPD Tools Congrats!Philosophy

EMPLOYEE

Employees further company goals

Establishing the Right Goals

Feel connected to the business and confident in their contributionEmployee goals are consistent and supportive of the people and organizations above them


SBG/Function Goals

SBU/Function Goals

SBE/Function Goals

Department Goals

Manager Goals

Employee Goals

Philosophy


Results + Behaviors = Performance

Philosophy

“what”

“how”

ComponentsPhilosophyIntro Processes Roles HPD Tools Congrats!Philosophy

Contribution to the company

Superior

Average

Inferior

Achieve Goals, Demonstrate BehaviorsDifferentiation


Provides the process and tools to assess & differentiate individual performance

Philosophy


Results and behaviors really matter!

Performanceassessment

merit increase & lump sum merit payments

Philosophy

Linking Pay to Performance


Examples: training programs, challenging assignments

Enhances performance and goal results

Motivates by enhancing skills and value advancements

Philosophy

Ensure Development Opportunities


Critical to helping employees grow

Aligns assignments with company objectives

company success

Philosophy

company success

Aligns assignments with company objectives

Ensure Development Opportunities


Four levers to mobilize and motivate people

Philosophy

Establish the right goals

Assess employees

on their performance

Ensure development opportunities

Link pay to performance


Company’s 5 Initiatives & 12 Behaviors set the foundation

Results + behaviors =

Philosophy

performance


Differentiate based on performance

Pay for performance

Philosophy

Company’s 5 Initiatives & 12 Behaviors set the foundation

Results + behaviors = performance


Superior individual performance, based on aligned goals, measured using results and behaviors, and

tied to pay, will lead to superior employee performance and, ultimately,

sustainable Company success

Philosophy


Self-Check

The HPD process assesses and differentiates employee performance based on results and __________.

Click for Answer

Philosophy


Self-Check

behaviors

Philosophy

The HPD process assesses and differentiates employee performance based on results and __________.

Click for Answer


Self-Check

Philosophy

The HPD process links performance to_____.

Click for Answer


Self-Check

Continue

Philosophy

payThe HPD process links performance to_____.

Click for Answer


Components of the Company Performance & Development Process

Duration: 2 minutes


Roles

Local HR

Global HRApplications

WebsiteSystem

Components


Integrated Processes

Duration: 5 minutes


Goal Management

Performance Assessment

2nd Level Review

Performance & Compensation

Discussion

EmployeeSign-off

Processes


Goal Management


2nd Level Review


Discussion

EmployeeSign-off

Employee & manager agree to goals

Employee finalizes goals results

Manager reviews & approves goals

Employee works towards goals

Employee updates goals

Processes


Goal Management


2nd Level Review


DiscussionEmployeeSign-off

Manager selects & imports employee’s goals

Manager assesses results

Manager determines 9-block placement

Manager assesses potential

Manager adds overall comments

Manager assesses behaviors

Manager plans development actions

Career Profile

Compensation Planning

Processes


Goal Management


2nd Level Review



Manager meets with 2nd level manager

Manager submits PDS to 2nd level manager for review and approval

Processes


Manager meets with employee to discuss

performance assessment & compensation

Goal Management


2nd Level Review



Processes


Goal Management


2nd Level Review



Employee signs off on PDS

Sign-off indicates receipt of PDS

Can add comments

Processes


Goal Management


2nd Level Review


DiscussionEmployee

Sign-off

Career ProfilePDS

9-block SummaryPotential Assessment

Processes

Management Resource Review


Self-Check

Processes

As part of goal management, the employee and manager meet in December to agree on ________.

Click for Answer


Self-Check

Processes

As part of goal management, the employee and manager meet in December to agree on ________.

Click for Answer

goals


Self-Check

Processes

The performance and compensation discussion with employees can occur only after __________.

Click for Answer


Self-Check

Processes

The performance and compensation discussion with employees can occur only after __________.

Click for Answer

approval

Continue


Roles in the HPD Process

Duration: 5 minutes


Throughout the yearProvide ongoing feedback on performance

Ensure goals are kept up-to-date

December - January

Ensure employees finalize previous year’s goals

Guide employees in goal definition

Review and approve goals

MANAGER

Roles


Develop PDS

December - March

Discuss PDS and compensation decisions with employee

Align comp recommendations with performance assessment

Submit PDS to 2nd level manager

Develop comp recommendations

MANAGER

Roles


Consistency,Differentiation

And Fairness

January - February

Meet with managers before submit PDS

Provide opportunities for dialogue within organization

Make sure proper differentiation

Review PDSs and comp recommendations to ensure ratings, comments, merit recommendations aligned

Roles

2ND LEVELMANAGER


EMPLOYEE

Throughout the yearWork toward our goals

Update goals & set new goals

Maintain Career Profile

Enter results

Roles


EMPLOYEE

December - January

Set new goals for coming year

February - MarchDiscuss last year’s PDS/comp with manager

Roles

Finalize goal results

Submit goal results to manager


LOCAL HR

Throughout the yearProvide work practices, consulting and support

Questions about process steps

Support to make consistent employee decisions

Guidance on performance issues

Roles


Throughout the yearProcess support questions not found on the website

Application support and troubleshooting

Contact by email or phone

Roles

HELPDESK


Self-Check

During the year, as employees meet their approved goals, they should go to the HPD System to enter ________.

Click for Answer

Roles


Self-Check

During the year, as employees meet their approved goals, they should go to the HPD System to enter ________.

Click for Answer

results

Roles


Self-Check

The person at Company responsible for ensuring differentiation, fairness and consistency throughout the organization is the _________________.

Click for Answer

Roles


Self-Check

The person at Company responsible for ensuring differentiation, fairness and consistency throughout the organization is the _________________.

Click for Answer

2nd level manager

Continue

Roles


HPD Tools

Duration: 5 minutes


Website

HPD Tools

System

ComponentsPhilosophyIntro Processes Roles HPD Tools Congrats!HPD Tools


Rejected In Progress

HPD Tools


HELPDESK

MANAGER

LOCAL HR

WEBSITE TRAINING

HPD Tools

EMPLOYEE

HELPDESK

Global HR Applications Support Help Desk

In the United States,dial 1-866-328-2430

For non-US locations, dial the AT&T Direct Access Code, available on the HPD website, plus 866-328-2430


Congratulations!

Congrats!

You have completed the Overview of Company

Performance & Development.

Click Here for Learning Credit

performance & development

Documents

actionssuperior ideas

best peoplemobilize

set of fundamental ideas

right goalsfour levers

organizational results

results behaviors

sigmafosters teamwork

key components