© 2015 ADP, LLC All Rights Reserved W8010_PPT_WFN8V01 Performance Management for ADP Workforce Now

© 2015 ADP, LLC All Rights ReservedW8010_PPT_WFN8V01

Performance Management for ADP Workforce Now


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Welcome to Performance Management for ADP Workforce Now


Copyright and Trademarks

Copyright © 2015 ADP, LLC. All rights reserved.

These materials may not be reproduced in any format without the express written permission of ADP, Inc.

The ADP logo, ADP , and IN THE BUSINESS OF YOUR SUCCESS are registered trademarks of ADP, Inc. All other trademarks and service marks are the property of their respective owners.

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Introductions and Expectations

Your name

Your location

Your role

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Norms

Be responsible for your own learning.

Return promptly from breaks.

Participate. Ask any question that comes to mind.

Make mistakes. This is a safe environment.

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Course Purpose

This course will prepare you to use ADP Workforce Now Performance Management.

You will learn how to perform various tasks to define and set up the Performance Management module so you can create performance reviews.

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Course Objectives

Upon completion of this course, participants will be able to:

Define Performance ManagementSet Up Performance ManagementUse Performance Management

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Course Agenda

Module 1: Defining Performance Management

Module 2: Setting Up Performance Management

Module 3: Using Performance Management

Module 4: Course Closing

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Module 1: Defining Performance Management


Module 1 Introduction

Purpose This module prepares you to define the ADP Workforce Now®

Performance Management feature and the performance review process.

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Module 1 Objectives

Upon completion of this module, you will be able to:

Define performance management and the elements that make up a performance review in Workforce Now

Describe the performance review process at a high level Identify what a completed performance review looks like in Workforce

Now

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Performance Management Overview

Overview

You can use the ADP Workforce Now® Performance Management feature to complete the steps of the performance review process.

Clients can use the Performance Management feature to set up review policies and review form templates to help manage performance reviews.

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Performance Management

Better manage your performance review process and data while significantly reducing the risks and disadvantages associated with a paper-based system

Set up and manage performance reviews and report on performance review data

Provide feedback to employees about their performance to develop them into increasingly productive contributors to the organization

Allow employees and managers to access, update, and submit performance review forms once you assign the appropriate rights

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Elements of A Performance Review

Supervisor Assessment Employee self-assessment Peer assessment Goal setting Development Goals

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The Performance Review Process

Overview

When setting up and using the Performance Management feature, you need to follow a series of stages in the performance review process.

The stages that you complete depend upon the components that you use.

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Security Accesses to Performance Reviews

Both Managers and Employees require the appropriate security access to performance reviews. You can verify that an employee has the appropriate security access to performance reviews through the Workforce Now menu.

Starting Point: Setup > Security > Access Permissions > Menu Access:

Step Action

1 To verify security access for a Manager, go to Manager > Standard Manager > My Team > Talent > Performance Review & Performance Goals.

2 To verify security access for an Employee, go to Employee > Standard Employee > Myself > Talent > Performance Review & Performance Goals.

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Stages and Descriptions – Setting Up Performance Management

Stage Description

Create job competencies Create job competencies based on yourjob analysis.

Assign competencies to jobs Assign job competencies to the applicable jobs.

Create performance goals Create goals based on required skills and job requirements.

Create rating scales Create rating scales to quantify employee performance.

Create performance review questionsCreate performance review questions to consider when evaluating employees. You can also create categories to better organize your questions.

Create performance review templatesCreate performance review templates to determine whether you will include job competencies, performance review questions, and comments as part of the review.

Create performance review policiesCreate policies that define how reviews are scheduled, the review templates used, who contributes to the review form, and therating scale.

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Stages and Descriptions – Using Performance Management

Stage Description

Schedule performance review Schedule the review for filtered groups of employees or for an individual employee.

Start performance review Start the review by releasing the review form to the contributors you select.

Complete performance reviewCompile contributor feedback and select ratings to complete the performance review and then share it with the employee.

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Completed Performance Review – Top Section

The following three graphics show an example of a completed performance review.

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Completed Performance Review – Top Section

The following graphics show the two competencies, Collaboration and Teamwork.After ratings are completed, a score for this section will be calculated.

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Completed Performance Review – Middle Section

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The following graphics show the rated and non rated questions.After ratings are completed, a score for this section will be calculated


Completed Performance Review – Bottom Section

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The following graphics show the goals assigned to the employee.After ratings are completed, a score for this section will be calculated


Completed Performance Review – Bottom Section

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Module 1: Debrief

How do you feel about the Performance Management feature?What do you understand better about the performance review

process?How would you summarize what we just discussed?How will you use this back at the job?

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Module 1: Summary

In this module, you learned how to:

Define performance management and the elements that make up a performance review in Workforce Now

Describe the performance review process at a high levelIdentify what a completed performance review looks like in

Workforce Now

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Module 2: Setting Up Performance Management



Purpose This module prepares you to set up the various elements of the

performance review when using the Performance Management module in ADP Workforce Now.

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Objectives


Set up Job Competencies Set up Goals Set up Rating Scales Set up Questions Set up Performance Review Templates Set up Performance Review Policies

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Setting Up Job Competencies

Overview

Creating job competencies and assigning competencies to jobs are the first two stages of the performance review process in ADP Workforce Now Performance Management.

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Job Competencies

Job competencies are clusters of related knowledge, skills, abilities, and other personal characteristics that are necessary to be successful in a particular job.

Each competency is correlated with job performance and can be measured.

A competency weighting is a percentage value that you assign to a job competency.

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Demonstration: Creating Job Competencies


Activity: Creating Job Competencies

Refer to your Handout Manual


Demonstration: Assigning Job Competencies


Activity: Assigning Job Competencies



Competency Weightings

Overview A competency weighting is a percentage value that you assign to a job

competency. The weighting reflects the competency's contribution to job

performance for a specific job. The total of all competency weightings for a job must equal 100

percent.

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Example

Geneva Entertainment's Public Relations Specialist position includes five core job competencies with the following weightings:

Job Competency Weighting

Collaboration 20%

Communication 20%

Customer Service 20%

Interpersonal Skills 20%

Teamwork 20%

Total 100%

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Setting Up Goals

Overview

Creating performance goals is the third step of the performance review process in ADP Workforce Now Performance Management.

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Performance Goals Overview

A performance goal is a target level of performance expressed as a tangible, measurable objective, against which to compare actual achievement.

In ADP Workforce Now Performance Management, you can create goals and track employees' progress toward completing them.

When goals are created at the organizational level, they are automatically attached to Performance Reviews. Practitioners can also specify that an organizational performance goal is excluded from Performance Reviews.

Performance goals created at the team and personal levels are also automatically attached to Performance Reviews by default.

When managers are assigning performance goals, they have the option to create a new Performance Goal or select one of the pre-defined organizational goals.

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Example

Geneva Entertainment recognizes the importance of actively and persuasively creating and sharing content through blogs and other social media, especially for Public Relations Specialists.

Each Public Relations Specialist is encouraged to enroll in a continuing education course related to social media for Public Relations.

In turn, Geneva Entertainment creates a performance goal for this objective, and assigns it to all Public Relations Specialists.

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Types and Descriptions

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Goal Type Created By and Access Pathway Assigned By

OrganizationalPractitioners

Setup > Tools > Validation Tables > Performance Goals

Practitioners Managers (to individual direct

reports) Employees (self-assign)

TeamManagers

My Team > Talent > Performance Goals

Managers (to all direct reports)

Personal

Managers My Team > Talent >

Performance Goals Employees Myself> Talent >

Performance Goals

Managers (to individual direct reports)

Employees (self-assign)


Locked and Unlocked Organizational Goals Overview

Goals are either locked or unlocked. Locked Goals are considered company-wide goals that are referred to as

organizational goals. You also have the option to unlock the goals. A change that is made to an unlocked goal, only affects the employee record

that is being updated and does not affect the other records that have the same goal.

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Types and Descriptions

Type Description

Locked goal• Only practitioners can unlock or modify• Modifications display to all assignees, affect all records assigned to that goal• Managers can only assign to individual direct reports as personal goals

Unlocked goal

• Managers can modify and assign as team or personal goals• Employees can modify when self-assigning• Any modifications that practitioners make display only for employees who are later

assigned the goal

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Locked & Unlocked Organizational Goals

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Demonstration: Creating Performance Goals


Activity: Creating Performance Goals



Setting Up Rating Scales

OverviewCreating rating scales is the fourth stage of the performance review

process in ADP Workforce Now Performance Management.

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Rating Scales

Rating scales are standards by which to evaluate performance. You have the option to assign point values from low to high for each rating in a scale.

You have the option to assign point values from low to high for each rating in a scale.

You also have the option to assign rating thresholds to associate a range to the rating points on the scale.

Rating points are displayed as a bar graph on the review form. You can choose to display the bar graph with the associated rating threshold, or hide the rating threshold.

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Demonstration: Creating a Rating Scale


Activity: Creating a Rating Scale



Setting Up Questions

OverviewCreating performance review questions is the fifth stage of the performance review process in ADP Workforce Now Performance Management.

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Performance Review Questions

Performance review questions are questions about an employee's job performance that you want reviewers to answer.

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Adding a Question That Requires a Rating

Questions with ratings are associated with a rating scale that is set-up on the Add Rating Scale page.

Question bank of both rated and non-rated questions for a performance review can be set up.

Assign the questions from the master question bank to the performance review in the questions section of the Add Template page.

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Answer Types and Descriptions

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Answer Type Description Example

Coded menuFor information where one item is chosen from a list of options, such as multiple choice, with values for each option

Average daily production:100-150 (High)50-99 (Average)0-49 (Low)

Combo menu For information where one item is chosen from a list of options; multiple choice

Average daily production:100-15050-990-49

Comment For information that needs to be entered as a large block of text

Describe how the employee performed against this competency

Date field For information that needs to be in date format Date of infraction

Drop listFor information where one item is chosen from a list of options; a user can only select an item from the list

Customer service representative average calls in queue expressed in ranges (such as 0-5 or 6-10)


Answer Types and Descriptions (continued)

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Money field For information that needs to be entered in Canadian dollars Sales for the review period

Multi-select menu For information where one or multiple items are chosen from a list of options Languages spoken

Number field For information that needs to be entered in numerical format Units sold during review period

Percent field For information that needs to be entered in percentage format Percent of quota achieved

Phone number For information that needs to be entered in phone number format Alternate phone number

Rating scale For information that needs to be expressed in terms of the review scale assigned to the policy Numbered rating system

Text fieldFor information that can be entered without any format; these fields can hold text, numbers, punctuation, or symbols

Next job title in career plan

Yes/no buttons For information that requires a yes or no answer Willing to relocate


Demonstration: Creating Performance Review Questions


Activity: Creating Performance Review Questions



Setting Up Templates Overview

Creating performance review templates is the sixth stage of the performance review process in ADP Workforce Now Performance Management.

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Performance Review Templates

A performance review template determines what the performance review form will look like. The template may include instructions for the reviewers, questions to be answered, and whether comments are required.

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Information and Sections

The performance review form template is to indicate the information and sections to be included on the performance review form, such as:

Specific instructions Job Competencies Questions Goals Overall comments

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Customized Templates

Customized Templates can be created for different types of reviews:

Employee Self - Assessment Template can be created that contains non-rated questions

and/or Template can be created for manager reviews that contain questions

that require a rating

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Demonstration: Creating a Performance Review Template


Activity: Creating a Performance Review Template



Setting Up Performance Review Policies Overview

Creating performance review policies is the seventh stage of the performance review process in ADP Workforce Now Performance Management.

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Performance Review Policies

The Performance Review Policy is to determine the standards at a company level by which an employee’s performance will be evaluated.

It determines how a review is conducted. The policy may include scheduling details and due dates, the role of

the review owner, the templates and rating scales to use, and the roles of the review contributors.

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Example

Geneva Entertainment has a quarterly review policy for all staff. All employees are reviewed on the same date. Although the direct manager is responsible for the review, other managers contribute to it.

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Default Review Policies and Descriptions

ADP Workforce Now provides default review policies. If you wish, you may modify these polices by assigning rating scales, contributors, and review templates.

Policy Description

Annual Review – Common Review Date

Used to schedule performance reviews for all employees on the same date. In the Review Due Date field, enter the number of days (before or after) you want to allow the owner of the review to complete the review.

Annual Review – Hire Date

Used to schedule performance reviews on each employee's service anniversary date. In the Review Due Date field, enter the number of days (before or after) you want to allow the owner of the review to complete the review.

Manual Manually Schedule the review date

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Demonstration: Creating a Performance Review Policy


Activity: Creating a Performance Review Policy



Demonstration: Setting Up a Performance Review


Activity: Setting Up a Performance Review



Module 2: Debrief

How do you feel about setting up performance management? What do you understand better about performance review

templates and policies? How would you summarize what we just discussed? How will you use this back at the job?

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Module 2: Summary

Upon completion of this module you will have an understanding of:

Setting Up Job CompetenciesSetting Up GoalsSetting Up Rating ScalesSetting Up QuestionsSetting Up TemplatesSetting Up Performance Review Policies

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Module 3: Using Performance Management



Purpose

This module prepares practitioners, managers and employees to use the Performance Management feature during the performance review process, and provides instructions on generating performance review reports.

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Objectives


Assign Goals as a practitioner Conduct Performance Reviews as a manager and as an employee Generate Performance Review Reports as either a practitioner or a

manager

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Overview of the Performance Review Process

Practitioners are responsible for setting up all of the elements of the Performance Review. The access permissions given to practitioners allow them to create all types of performance goals, including organizational goals, team goals and personal goals.

Managers can create both team and personal goals. Managers also start reviews on behalf of their employees. When providing feedback for a performance review, managers complete a review form as a manager. If managers have the appropriate access permissions, they can also generate performance review reports for their team.

Employees are responsible for completing the self-assessment review form, and may also be asked to provide feedback for their peers during the performance review cycle.

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Assigning Goals

Overview Practitioners set up all of the elements required to conduct performance

reviews.

Once a performance review is set up, practitioners, direct managers, and employees can set goals in ADP Workforce Now® Performance Management.

The tables on the next three slides summarize the roles, and pathways to set up the various types of performance goals.

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Assigning Goals (continued)

For Practitioners:

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Pathway Organizational Goal Team Goal Personal

Goal

Setup > Tools > Validation Tables > Performance Goals Yes No No

People > Talent > Performance Goals No Yes Yes



For Managers:

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Goal

My Team > Talent > Performance Goals No Yes Yes



For Employees:

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Goal

Myself> Talent > Performance Goals No No Yes


What Is Assigning Goals?

Overview When you assign a goal, the employee is expected to work toward

achieving it. Once assigned, practitioners, direct managers, and employees can

view the goal and update progress. You can mass assign goals or assign them to groups or to individuals. You can also exclude goals from performance reviews in progress if

they are no longer being pursued

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Example

Geneva Entertainment requires all Public Relations Specialists to complete the Social Media for Public Relations training sessions by December 31 and to update their progress in Performance Management.

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Demonstration: Mass Assigning a Performance Goal


Activity: Mass Assigning a Performance Goal



Conducting Performance Reviews Overview

After practitioners set up the performance reviews in ADP Workforce Now Performance Management, all of the roles that participate in the Performance Review process are ready to complete the final stages of the performance review process.

The performance review process includes:

Scheduling performance reviews Starting performance reviews Completing performance reviews.

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Scheduling Performance Reviews

Scheduling a performance review is the process of selecting a review policy and the employees to include in the review. You can schedule reviews for everyone, for groups, or for individual employees.

ExampleAll employees of Geneva Entertainment must complete a scheduled

annual review on March 15.

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Mass Scheduling Performance Reviews

Mass Scheduling tool can be used to schedule a performance review for a selected group.

Specify a filter to filter the employee list, and then include or exclude employees from the mass-schedule list

Use the same procedure to remove a group of employees from a scheduled performance review.

Note: Only performance reviews with a status of Not Started can be removed from the schedule.

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Demonstration: Mass Scheduling a Performance Review


Activity: Mass Scheduling a Performance Review



Starting a Review

To begin the review process, after scheduling a review, the review owner must start the review. When starting a review, the review owner:

Modifies the review dates (if necessary) Selects individual contributors Selects goals Inserts any necessary attachments Releases the review forms to the contributors

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Example

Geneva Entertainment's Public Relations department manager starts the review process for his direct reports by selecting peer and employee self assessments, inserting training goals, and releasing the review forms to contributors.

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Demonstration: Starting a Review


Activity: Starting a Review



Completing a Review Form Overview

When contributors complete the review form, they enter comments, answer questions, and select ratings to evaluate the employee.

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Completing a Review Form - Description

Contributors will receive a review form to complete through the Message Center.

Contributors can complete the review form in one session, or they can save it and return later to complete it.

Once completed, contributors submit the form back to the review owner and can no longer make changes.

Contributors can view and print the review form at any time.

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Completing a Review Form - Description

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Example

Manager, Samuel Barbato, releases Peter Biggins' review form to Peter to complete a self-assessment and to Edward Bonner to complete a peer review.

Peter and Edward enter comments, answer questions, and select ratings for Peter's performance and then return the review forms to Samuel.

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Demonstration: Completing a Self-Assessment Review Form


Activity: Completing a Self-Assessment Review Form



Demonstration: Completing a Review Form as a Manager


Activity: Completing a Review Form as a Manager



Releasing a Performance Review

Overview

Once a performance review form is completed, it must be released to the employee to review and acknowledge.

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Releasing a Performance Review

Description

Releasing a performance review allows the employee to read and acknowledge the information contained in the review.

When you create a review policy, you have the option to allow the review owner to release the review manually or automatically upon final approval.

You can require the employee to sign off on a review after it has been approved.

Practitioners, managers, and employees can print completed reviews from the Historical Reviews tab on the Performance Reviews page.

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Standard Performance Review Reports

Overview

Standard performance review reports are preformatted reports that display performance review data based on the criteria that you select.

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Reports and Descriptions

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Report Description

Performance Review AssignmentsProduces a list of reviews scheduled for one or more employees or employees who are not scheduled for a review

Performance Reviews – Working Copy Produces detailed information about incomplete reviews scheduled for one or more employees

Performance Reviews – Final Copy Produces detailed information about finalized reviews


Module 3: Debrief

What are your thoughts on the performance review process? What do you understand better about scheduling and performing

reviews? How would you summarize what we just discussed? How will you use this back at the job?

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Module 3: Summary

Upon completion of this module, you will have an understanding of:

Assign Goals as a practitioner Conduct Performance Reviews as a manager and as an employee Generate Performance Review Reports as either a practitioner or a

manager

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Module 4: Course Closing


Support After Class – Additional Online Resources

ADP has multiple locations to access online resources:

The ADP Client Service Centre: This is an online repository where clients can locate various types of

information.

The Bridge: This is an ADP sponsored online community for ADP clients to share

knowledge, skills and have questions answered by client/ADP within the community.

Workforce Now Support Centre: This is an online tool built directly into Workforce Now. The tool is designed to

provide users with: Step-by-Step procedures Online documentation regarding a variety of subjects Learning Bytes on a variety of subjects

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ADP Client Service Centre

The ADP Client Service Centre is an online resource available to all ADP clients. Users can access a multitude of resources using this tool:

The Year End service centre, including reference materials and forms

Welcome Packages, training manuals, Learning Bytes and online registration

Health Tracking Program for clients who have purchased ADP Benefits

Online support and service options.

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Activity: Client Service Centre

Refer to your handout manual


Accessing and Navigating in the Client Service Centre

Users have access to this tool 24/7. This tool provides a variety of online tools:

Step by Step instructional information.

Learning Bytes (short 2-3 min instructional videos) on a variety of topics.

Documentation providing the user with specific details about the topic searched.

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Activity: Workforce Now Support Centre

Refer to your handout manual


The Bridge

The Bridge is sponsored by ADP, and is an exclusive online community for ADP clients. This community connects HR and payroll practitioners from across Canada and provides an environment where users can ask questions, find answers, and network with peers. The community is free, always available, and is an excellent resource for support on a variety of subjects.

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Benefits to Registering for The Bridge

Allows payroll practitioners and HR professionals like you to connect, engage and share information in an easy-to-use, fully accessible online forum.

Acts as an additional resource for support, frequently asked questions and information for ADP clients of all sizes using all products.

Always on, for 24/7/365 access anywhere in Canada.

Easy to use.

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Course Closing

You are now able to:

Define Performance Management Set Up Performance Management Use Performance Management

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Survey

How satisfied are you that the training you completed prepared you to begin using your ADP solution?

W010_PPT_WFN60V01_0114

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© 2015 ADP, LLC All Rights Reserved W8010_PPT_WFN8V01 Performance Management for ADP Workforce Now