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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!
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