pmgm manual for il - myfoxconn.cz · • planning of activities for personal development and to...
TRANSCRIPT
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PMGM –manual for IL employees
Training and Development team
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Performance and goal management
Performance management and Goal management standardises approach to management, leadership, and development of IL employees.
• The new module features:
• Setting of goals and their continuous evaluation, regular communication of superiors with their teams.
• Giving feedback and request for feedback from internal/external co-workers.
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Performance and goal management
• The new module features:
• Planning of activities for personal development and to improve performance.
• Continuous evaluation of achievements and a possibility to link them to specific goals.
• A mobile app enabling continuous performance evaluation.
• Non-stop access to data in PMGM via the Internet for both superiors and IL employees.
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Performance and goal management
• PMGM will allow superiors to use performance management as a
tool of continuous evaluation and to develop individuals and
teams so that they can achieve both the department and company goals.
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PMGM overview
GOALS – use this section to see your goals (including team
goals towards which you should contribute), you can also
comment on the goals and make partial edits (e.g. change
status)
PERFORMANCE – in this section you can see your
evaluation form and complete self-assessment in terms of
performance/development goals and competencies
CONTINUOS PERFORMANCE (CPM) – use this section to:
regularly communicate with your superior, link achievements
and activities to goals, and request or submit feedback.
DEVELOPMENT - use this section to see your development
goals (similar to the Goals section which shows performance
goals)
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PERFORMANCE GOALS
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Logging into myFox, selecting sections
1) Enter your
credentials (user
name and
password)
2) Select
Goals
Here you will
find your
performance
goals. You can
update them
throughout the
year.
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Finding your goals
See
achievements
(given that they
are linked to
specific goals)
Select the
current year See the overview of
your performance
and development
goals
You can continuously
comment on the status of
the goal. Click Post submit,
submitted comments are
seen by your superior.
See the weight,
due date, and
completeness of
the goal, which
can be changed
Edit the
goal
See the goal’s
metric Edit the
goal
„Public“ goals can
be seen by
colleagues from
other departments
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Editing goals
See the goal’s details.
A correctly defined
goal has all the fields
completed
Change the completeness of the goal
(in %) and its status (there are 6
statuses available)
Save edits by
clicking Save
Changes
Metrics are set with
the following question:
How do we know a
goal is completed?
Good metrics are
important
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DEVELOPMENT GOALS
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Development goals
Select
Development
Here you can
see your
development
goals. These
can be
updated
throughout
the year.
Compared to performance goals,
development goals are different in the
following aspects:
1) Weight is not set in %
2) Development goals are linked to
competencies (they are created by
superior after mutual discussion)
3) They contain purpose
Which of your competencies need to be
improved to reach your development goals?
Development goals are generally longer-term
than performance goals.
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Finding your development goals
The layout is the
same as for
performance goals
You can continuously
comment on the status
of the goal.
Here you can see
which competency
needs to be developed.
Metrics are used to
measure whether the
goal was completed.
Edit the goal
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Finding and editing development goals
See the goal’s
details. A correctly
defined goal has all
the fields completed.
Change the status according to
the goal’s current status
(there are 6 statuses available)
The layout is
similar to
perofmance goals
Metrics must be
specific. In this
example: a specific
level of English and
the number of
delivered
presentations
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TEAM GOALS
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Team goals I
See the goal’s
details by clicking
View goal detail
Team goals can be
found in the same
place as
performance goals
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Team goals II
See the goal‘s details
See who else has the
same team goal assigned
See when the goal was
assigned by your superior
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COMPETENCIES
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Competencies
There are two groups of competencies in the system which are supposed to be evaluated:
1) Core competencies – the same for all IL employees
(both non-superior IL employees and superior employees)
1) Specific competencies – they are divided into two groups – the first one for non-superior IL employees , the second one for superior employees
2) a. Specific competencies - for non-superior IL employees
2) b. Leadership competencies - for superior employees
All competencies (both specific and key, for superiors and subordinates) are derived from the company mission.
Detailed description of all competencies you will find on following slides.
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Core competenciesFollowing competencies are for all IL employees (both non-superior IL employees and superior employees).
• Flexibility / Innovation
She/he has the ability to adapt to changes in the environment on a personal and workload basis, remaining professionally focused on assignments and goals without emotional reaction and task disruption.
She/he comes up with new ideas which contribute to company culture, development of business, technology or she/he helps to simplify the processes. She/he encourages positive changes.
• Responsibility / Integrity
Demonstrating responsible, reliable and trustworthy behaviour in all aspects of work, accepting personal responsibility in relation to work and other colleagues.
She/he has the ability to behave in an honest, fair, and ethical manner. Showing consistency in words and action: Having strong moral principles.
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Specific competencies
Following competencies are for non-superior IL employees.
• Teamwork
She/he has the ability and desire to work in a cooperative effort with others on a team to achieve a common goal. It is the promotion of working together and the linkage of intra and interdepartmental collaboration.
• Customer approach
She/he has the ability to display positive attitudes and behaviors, which demonstrate an awareness and willingness to respond to clients/customers in order to meet their needs, requirements and expectations.
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GOAL ASSESSMENT
PROCESS
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PMGM
process
Continuous assessment by superior
in T1
Continuous assessment by superior
in T2
Final self assessment
by employee in
T3
Final assessment by superior
in T3
Calibration
CPM continuously throughout
the year
Performanceand development
goals can be added
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Performance assessment processAssessment phase Period Step owner Form Goals
created/edited
1. Assessment by superior in T1 15. 2. – 15. 3. Superior System + 1:1 meeting Yes/Yes
1. Hodnocení vedoucím v T1 + překlopení cílů (go live – jen r. 2020)
27. 4. – 31. 5. Vedoucí Systém + 1:1 meeting Ano/Ano
2. Hodnocení vedoucím v T2 15. 6. – 15. 7. Vedoucí Systém + 1:1 meeting Ano/Ano
3. Hodnocení zaměstnancem v T3 1. 10. – 15. 10. Zaměstnanec Systém Ne/Ano
4. Hodnocení vedoucím v T3 1. 10. – 31. 10. Vedoucí Systém Ne/Ano
5. Závěrečná 1:1 schůzka (+ nastavení nových cílů)
1. 10. – 31. 10. Vedoucí 1:1 meeting Ne/Ano
6. Kalibrace 1. 11. – 30. 11. HRBP Meeting HRBP a vedoucích Ne/Ne
7. Potvrzení zaměstnancem do 15. 12. Zaměstnanec Systém Ne/Ne
8. Potvrzení vedoucím do 15. 12. Vedoucí Systém Ne/Ne
9. Dokončeno do 15. 12. Systém Systém Ne/Ne
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Performance assessment processAssessment phase Period Step owner Form Goals
created/edited
1. Assessment by superior in T1 15. 2. – 15. 3. Superior System + 1:1 meeting Yes/Yes
1. Assessment by superior in T1+ go live – only 2020
27. 4. – 31. 5. Superior System + 1:1 meeting Yes/Yes
2. Hodnocení vedoucím v T2 15. 6. – 15. 7. Superior System + 1:1 meeting Yes/Yes
3. Hodnocení zaměstnancem v T3 1. 10. – 15. 10. Superior System + 1:1 meeting Yes/Yes
4. Hodnocení vedoucím v T3 1. 10. – 31. 10. Superior System + 1:1 meeting Yes/Yes
5. Závěrečná 1:1 schůzka (+ nastavení nových cílů)
1. 10. – 31. 10. Superior System + 1:1 meeting Yes/Yes
6. Kalibrace 1. 11. – 30. 11. Superior System + 1:1 meeting Yes/Yes
7. Potvrzení zaměstnancem do 15. 12. Superior System + 1:1 meeting Yes/Yes
8. Potvrzení vedoucím do 15. 12. Superior System + 1:1 meeting Yes/Yes
9. Dokončeno do 15. 12. Systém Systém Ne/Ne
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Performance assessment processAssessment phase Period Step owner Form Goals
created/edited
1. Assessment by superior in T1 15. 2. – 15. 3. Superior System + 1:1 meeting Yes/Yes
1. Assessment by superior in T1+ go live – only 2020
27. 4. – 31. 5. Superior System + 1:1 meeting Yes/Yes
2. Assessment by superior in T2 15. 6. – 15. 7. Superior System + 1:1 meeting Yes/Yes
3. Hodnocení zaměstnancem v T3 1. 10. – 15. 10. Zaměstnanec Systém Ne/Ano
4. Hodnocení vedoucím v T3 1. 10. – 31. 10. Vedoucí Systém Ne/Ano
5. Závěrečná 1:1 schůzka (+ nastavení nových cílů)
1. 10. – 31. 10. Vedoucí 1:1 meeting Ne/Ano
6. Kalibrace 1. 11. – 30. 11. HRBP Meeting HRBP a vedoucích Ne/Ne
7. Potvrzení zaměstnancem do 15. 12. Zaměstnanec Systém Ne/Ne
8. Potvrzení vedoucím do 15. 12. Vedoucí Systém Ne/Ne
9. Dokončeno do 15. 12. Systém Systém Ne/Ne
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Performance assessment processAssessment phase Period Step owner Form Goals
created/edited
1. Assessment by superior in T1 15. 2. – 15. 3. Superior System + 1:1 meeting Yes/Yes
1. Assessment by superior in T1+ go live – only 2020
27. 4. – 31. 5. Superior System + 1:1 meeting Yes/Yes
2. Assessment by superior in T2 15. 6. – 15. 7. Superior System + 1:1 meeting Yes/Yes
3. Assessment by employee in T3 1. 10. – 15. 10. Employee System No/Yes
4. Hodnocení vedoucím v T3 1. 10. – 31. 10. Vedoucí Systém Ne/Ano
5. Závěrečná 1:1 schůzka (+ nastavení nových cílů)
1. 10. – 31. 10. Vedoucí 1:1 meeting Ne/Ano
6. Kalibrace 1. 11. – 30. 11. HRBP Meeting HRBP a vedoucích Ne/Ne
7. Potvrzení zaměstnancem do 15. 12. Zaměstnanec Systém Ne/Ne
8. Potvrzení vedoucím do 15. 12. Vedoucí Systém Ne/Ne
9. Dokončeno do 15. 12. Systém Systém Ne/Ne
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Performance assessment processAssessment phase Period Step owner Form Goals
created/edited
1. Assessment by superior in T1 15. 2. – 15. 3. Superior System + 1:1 meeting Yes/Yes
1. Assessment by superior in T1+ go live – only 2020
27. 4. – 31. 5. Superior System + 1:1 meeting Yes/Yes
2. Assessment by superior in T2 15. 6. – 15. 7. Superior System + 1:1 meeting Yes/Yes
3. Assessment by employee in T3 1. 10. – 15. 10. Employee System No/Yes
4. Assessment by superior in T3 1. 10. – 31. 10. Superior System No/Yes
5. Závěrečná 1:1 schůzka (+ nastavení nových cílů)
1. 10. – 31. 10. Vedoucí 1:1 meeting Ne/Ano
6. Kalibrace 1. 11. – 30. 11. HRBP Meeting HRBP a vedoucích Ne/Ne
7. Potvrzení zaměstnancem do 15. 12. Zaměstnanec Systém Ne/Ne
8. Potvrzení vedoucím do 15. 12. Vedoucí Systém Ne/Ne
9. Dokončeno do 15. 12. Systém Systém Ne/Ne
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Performance assessment processAssessment phase Period Step owner Form Goals
created/edited
1. Assessment by superior in T1 15. 2. – 15. 3. Superior System + 1:1 meeting Yes/Yes
1. Assessment by superior in T1+ go live – only 2020
27. 4. – 31. 5. Superior System + 1:1 meeting Yes/Yes
2. Assessment by superior in T2 15. 6. – 15. 7. Superior System + 1:1 meeting Yes/Yes
3. Assessment by employee in T3 1. 10. – 15. 10. Employee System No/Yes
4. Assessment by superior in T3 1. 10. – 31. 10. Superior System No/Yes
5. Final 1:1 meeting (+ setting new goals)
1. 10. – 31. 10. Superior 1:1 meeting No/Yes
6. Kalibrace 1. 11. – 30. 11. HRBP Meeting HRBP a vedoucích Ne/Ne
7. Potvrzení zaměstnancem do 15. 12. Zaměstnanec Systém Ne/Ne
8. Potvrzení vedoucím do 15. 12. Vedoucí Systém Ne/Ne
9. Dokončeno do 15. 12. Systém Systém Ne/Ne
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Performance assessment processAssessment phase Period Step owner Form Goals
created/edited
1. Assessment by superior in T1 15. 2. – 15. 3. Superior System + 1:1 meeting Yes/Yes
1. Assessment by superior in T1+ go live – only 2020
27. 4. – 31. 5. Superior System + 1:1 meeting Yes/Yes
2. Assessment by superior in T2 15. 6. – 15. 7. Superior System + 1:1 meeting Yes/Yes
3. Assessment by employee in T3 1. 10. – 15. 10. Employee System No/Yes
4. Assessment by superior in T3 1. 10. – 31. 10. Superior System No/Yes
5. Final 1:1 meeting (+ setting new goals)
1. 10. – 31. 10. Superior 1:1 meeting No/Yes
6. Calibration 1. 11. – 30. 11. HRBP Meeting of HRBP and superiors No/No
7. Potvrzení zaměstnancem do 15. 12. Zaměstnanec Systém Ne/Ne
8. Potvrzení vedoucím do 15. 12. Vedoucí Systém Ne/Ne
9. Dokončeno do 15. 12. Systém Systém Ne/Ne
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Performance assessment processAssessment phase Period Step owner Form Goals
created/edited
1. Assessment by superior in T1 15. 2. – 15. 3. Superior System + 1:1 meeting Yes/Yes
1. Assessment by superior in T1+ go live – only 2020
27. 4. – 31. 5. Superior System + 1:1 meeting Yes/Yes
2. Assessment by superior in T2 15. 6. – 15. 7. Superior System + 1:1 meeting Yes/Yes
3. Assessment by employee in T3 1. 10. – 15. 10. Employee System No/Yes
4. Assessment by superior in T3 1. 10. – 31. 10. Superior System No/Yes
5. Final 1:1 meeting (+ setting new goals)
1. 10. – 31. 10. Superior 1:1 meeting No/Yes
6. Calibration 1. 11. – 30. 11. HRBP Meeting of HRBP and superiors No/No
7. Confirmation by employee by 15. 12. Employee System No/No
8. Potvrzení vedoucím do 15. 12. Vedoucí Systém Ne/Ne
9. Dokončeno do 15. 12. Systém Systém Ne/Ne
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Performance assessment processAssessment phase Period Step owner Form Goals
created/edited
1. Assessment by superior in T1 15. 2. – 15. 3. Superior System + 1:1 meeting Yes/Yes
1. Assessment by superior in T1+ go live – only 2020
27. 4. – 31. 5. Superior System + 1:1 meeting Yes/Yes
2. Assessment by superior in T2 15. 6. – 15. 7. Superior System + 1:1 meeting Yes/Yes
3. Assessment by employee in T3 1. 10. – 15. 10. Employee System No/Yes
4. Assessment by superior in T3 1. 10. – 31. 10. Superior System No/Yes
5. Final 1:1 meeting (+ setting new goals)
1. 10. – 31. 10. Superior 1:1 meeting No/Yes
6. Calibration 1. 11. – 30. 11. HRBP Meeting of HRBP and superiors No/No
7. Confirmation by employee by 15. 12. Employee System No/No
8. Confirmation by superior by 15. 12. Superior System No/No
9. Dokončeno do 15. 12. Systém Systém Ne/Ne
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Performance assessment processAssessment phase Period Step owner Form Goals
created/edited
1. Assessment by superior in T1 15. 2. – 15. 3. Superior System + 1:1 meeting Yes/Yes
1. Assessment by superior in T1+ go live – only 2020
27. 4. – 31. 5. Superior System + 1:1 meeting Yes/Yes
2. Assessment by superior in T2 15. 6. – 15. 7. Superior System + 1:1 meeting Yes/Yes
3. Assessment by employee in T3 1. 10. – 15. 10. Employee System No/Yes
4. Assessment by superior in T3 1. 10. – 31. 10. Superior System No/Yes
5. Final 1:1 meeting (+ setting new goals)
1. 10. – 31. 10. Superior 1:1 meeting No/Yes
6. Calibration 1. 11. – 30. 11. HRBP Meeting of HRBP and superiors No/No
7. Confirmation by employee by 15. 12. Employee System No/No
8. Confirmation by superior by 15. 12. Superior System No/No
9. Finished by 15. 12. System System No/o
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PERFORMANCE
ASSESSMENT AND
ASSESSMENT FORM
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Performance assessment – Main page
Select Performance in
the combo box
Inbox – here you can find an active form which
requires your attention. In the En Route, you can see
forms which are waiting for processing by others (e.g.
In the superior’s assessment step, calibration, etc.)
See your form, what step you are currently in,
when it is due, and other information
Click on a
form to
open it and
see the
assessment
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Assessment form – Headers I
The steps of the assessment process in the assessment form
Use these options to move between individual
sections of the assessment form. You can
also use the mouse to scroll through them.Tile showing number
of incomplete items in
the assessment
You can get more
information about
each step
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Assessment form – Headers II
Add attachments
Basic user information
An introduction to the
Performance
management process
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GOAL ASSESSMENT
FORM
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Assessment form – Goals(performance)
You can edit goals (e.g. status)
Rate yourself using 1-5 scale (by
hovering over each point, you can see
each rating’s word description, a more
detailed description is available from
the question mark symbol). Fields
marked by asterisk must be filled out.
Here, you and your superior
can see your achievements
and activities added via CPM
Place for comments – there is no need to comment
on each individual goal, you can provide a summary
comment for the whole section.
Summary for the given section needs to be added to
each section of the assessment form.
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Assessment form – Development goals
The next section of the assessment form is the
Development goals – the purpose of this section
is identical to the previous section Goals
(performance)
Development goals should reflect needs of individuals required to fulfil
performance goals or to achieve career growth (taking over new
responsibilities, horizontal/vertical growth, etc.)
You cannot see your superior’s rating. However, you can see their
comments and receive feedback during 1:1 meetings. This feedback
is more important for further development than the rating score.
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COMPETENCY
ASSESSMENT FORM
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Assessment form – Core competencies
Under each competency’s name is its description. Rating
and comment sections are the same as in previous steps.
All competencies (both specific and core, for superiors and
subordinates) are derived from the company mission
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Assessment form – Specific competencies
All non-superior IL employees are rated in
these 2 competencies (superiors have 4 of
their own competencies). The process of rating
is the same as for all core competencies.
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ASSESSMENT FORM
FINAL PHASES OF
ASSESSMENT
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Assessment form – Final assessment by superior
This is how superior sees your
self assessment and comments
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Assessment form – Final assessment by superior
The final rating uses ratings of individual
goals and competencies. The final rating
uses the following weighing of individual
sections – goals = 70% (50% performance,
20% development); competencies = 30%
If no development goals are defined, the 20% of
their weight is redistributed among the remaining
sections (which are mandatory). As a result, when
calculating the final rating, the performance goals
carry 62.5% and the competencies carry 37.5%.
(out of that 18.75 % is for key competencies and
18.75% for specific competencies).
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Assessment form – Calibration and HRBP view
In the calibration step, HRBP sees the name of
the goal, comments, and achievements linked
from the Continuous Performance. They cannot
see the ratings of individual items.
Superiors will be invited to attend a calibration meeting
with their HRBP. The goal of calibration is to moderate
managers’ view of ratings.
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Assessment form – Confirmation by employee/superior
The final steps in the
assessment process
are the confirmation by
the employee and their
superior. Click
Confirm to finish.
This phase represents a formal
confirmation/closing of the
assessment form for the given period.
No more changes are possible.
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CONTINUOUS
PERFORMANCE
MANAGEMENT
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CPM (Continuous Performance management)
• This tool helps superiors to communicate with their teams more often
and to continuously record achievements and activities
• Use CPM to:
• Manage regular communication with your team and superior.
• Provide or request feedback from both internal and external people.
• Continuously assess achievements and link them to specific goals.
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CPM (Continuous Performance) I
Select
Continuous
Performance There are 3 main categories in
CPM which you can use
throughout the year:
Activities, Achievements,
and Feedback.
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CPM (Continuous Performance) II
2) Use this button to
add activities
3) Use this button to add
topics for discussion during
the meeting with your
superior
1) Select the
Activities
category
4) Meet your superior to discuss your
intentions. Confirm by clicking Meeting
Realized. All activities will disappear as they
are considered discussed.
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CPM – Adding activities
You can add a
new activityYou can change
the activity‘s
current status
You can link
activities to both
performance and
development
goals
Save activity
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CPM – Adding achievements
You can add
new
achievements
(something
you did well)
Set the
achievement date
Achievements
can be linked
to both
performance
and
development
goals
Here you can
add a new
achievement
Save the
achievement
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CPM – Feedback
Click here
to request
feedbackSee your previous
requests for
feedback
Here you can
give feedback on
anyone in the
company
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CPM – Request for feedback
Write name
of person
from whom
you want to
request
feedback
Adjust the message
as needed
Send feedback
request by
clicking Send
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CPM – Giving feedback
Select the person
who you want to
give feedback on
Here you can write
constructive feedback
Send feedback
by clicking
Send
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MOBILE APP
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CPM in mobile app – iPhone I
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CPM in mobile app – iPhone II
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CPM in mobile app – Android I
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CPM in mobile app – Android II
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T&D team