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A Guide to Performance ManagementWelcome to Workday
the Power of You
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Our Exelis Commitment to Performance Management Drives Business Results and On-Going Employee Development
> Align individual efforts with the organizational, division, business area and departmental goals to maximize results
> Focus all employees on performance and development priorities to maximize individual productivity and development
> Provide an opportunity for assessment and development of Exelis leadership and functional/technical competencies
> Encourage communication and a collaborative review and development of employee results against goals, objectives, outcomes and employee behavior and competencies
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Transition to
> Workday, our official Exelis Human Resources Information System (HRIS), now includes performance management
> With Workday
> Managers can access employee data and organizational information
> Managers and employees will establish performance objectives, set expectations and identify development opportunities
> Employees can manage personal data, benefits, performance goals and professional development
> Employees will perform a self assessment on how they incorporate leadership competencies in their daily work. They will also have to comment on their strengths and development opportunities.
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Roles and Responsibilities
Employee Manager
> Initiates PfP> Develops SMART
performance and development goals in alignment with company goals
> Communicates goals and career aspirations with manager
> Assesses own performance and results
> Verifies understanding of developmental needs and opportunities
> Participates actively in performance management discussions
> Remains receptive and requests feedback
> Demonstrates responsiveness and timeliness
> Shares Exelis goals to ensure employee’s alignment
> Provides employee feedback on performance, behavioral competencies and functional/ technical competencies
> Coaches, reinforces and motivates
> Offers timely and supportive feedback
> Remains engaged with employee through the performance period
> Provides employee tools and resources to accomplish goals
Shared Responsibility> Commit to established goals > Communicate expectations, changes to goals, challenges/ successes, tools/resources needed> Maintain open and ongoing communication> Remain engaged in development conversations
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2014-2015 PfP Process
Employee Manager Next Level Manager
MyHR Workday
Meet to Discuss Update & Approve2014 Goals
Establish 2015 Goals & Submit
Approve & Comment on Goal ProgressReview & ApproveReview & Acknowledge
Process Complete
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Meet to Discuss Update & Approve2014 Goals
Establish 2015 Goals & Submit
Approve & Comment on Goal ProgressReview & ApproveReview & Acknowledge
Process Complete
Moving Through the Process
MyHR Workday
Employee Manager Next Level Manager
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Employee & Manager Meet to Discuss
> Commit to established goals > Communicate expectations,
changes to goals, challenges/ successes, tools/resources needed
> Maintain open and ongoing communication
> Remain engaged in development conversations
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Meet to Discuss Update & Approve2014 Goals
Establish 2015 Goals & Submit
Approve & Comment on Goal ProgressReview & ApproveReview & Acknowledge
Process Complete
MyHR Workday
Update 2014 Goals in MyHR
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CEmployee Manager Next Level Manager
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• Select the 2014 Interim Feedback Session
• Review & update progress towards your 2014 goals
• Click “Submit Feedback”
Report on 2014 Goals in MyHRhttps://myhr.exelisinc.com
Click “Interim Feedback Session”
Click “Submit Feedback”
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Manager Comment and Submit
Add feedback for 2014 employee goals
Click “Submit Feedback”
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Employee Signs Feedback And Begin Workday
Employee receives and acknowledges feedback in MyHR and MyHR process is complete.! !
Click “Submit Feedback”
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Transition to Workday
Meet to Discuss Update & Approve2014 Goals
Establish 2015 Goals & Submit
Approve & Comment on Goal ProgressReview & ApproveReview & Acknowledge
Process Complete
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MyHR Complete –> Transition to WorkdayNew System, Same Process
MyHR Workday
Employee Manager Next Level Manager
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Complete Career Profilehttps://wd5.myworkday.com/exelisinc/login.flex
You MUST use Google Chrome or IE 10(or higher) to log in.!• Click on your Name in the top right corner and select View Profile• Complete your Career Profile either by:
• Importing from LinkedIn
• Entering your job history, education, and skills on the Careers tab Click “View Profile”
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Launch 2015 PfP in Workday
Click “Self Evaluation” Notification
Click “Launch”3
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Click “Go to Guided Editor”
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Inbox Notification
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Enter 2015 Goals
Click “+” to add a goal
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Enter your goal here
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Click icon for dropdown menu.
Fields will adjust and save automatically.
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Click “Next” to continue
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Category – performance or developmentSupports – align the goal with a company goal from the listDue Date – completion date of the goal
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Attach Supporting Documents(Optional – use only if needed)
Click here to upload attachment
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Click “Next” to continue
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Click “+” to add an attachment
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DO NOT ATTACH CLASSIFIED, COMPANY CONFIDENTIAL DATA, COMPENSATION DATA OR
ANY ITAR CONTROLLED DOCUMENTS IN YOUR PFP
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Evaluate Competencies
Select skill level for each
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Click “Next” to continue
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Assess Strengths and Development Opportunities
Enter evaluation
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Click “Next” to continue
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Overall Evaluation
Enter evaluation
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Click “Next” to continue
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Summary
When your PfP is complete, click Submit to send it to your manager
Go back to a particular section by clicking “Guide Me”
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Meet to Discuss Update & Approve2014 Goals
Establish 2015 Goals & Submit
Approve & Comment on Goal ProgressReview & ApproveReview & Acknowledge
Process Complete
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Manager Approval and Comment
MyHR Workday
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Inbox Notification & Launch - Manager
Inbox Notification
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Click “Launch”
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Click “Manager Evaluation” Notification
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Click “Go to Guided Editor”
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Add Comments to Employee Goals – Manager (Optional)
Enter Comments
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Click icon to edit
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Click “Next” to continue
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Evaluate Competencies - Manager
Select an assessment for each Competency
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Click icon for dropdown
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Click “Next” to continue
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Click a competency
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Strengths and Development Opportunities - Manager
Enter Comments
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Click icon to edit
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Click “Next” to continue
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Overall Comments - Manager
Enter Comments
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Click “Next” to continue
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Summary and Submit - Manager
Click “Submit”
Comments in this section will not display in the PfP final print out. Manager and Next Level Manager comments are not visible to the Employee.
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Meet to Discuss Update & Approve2014 Goals
Establish 2015 Goals & Submit
Approve & Comment on Goal ProgressReview & ApproveReview & Acknowledge
Process Complete
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2nd Level Manager Approval and Comment
MyHR Workday
Employee Manager Next Level Manager
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Review Employee Evaluation - Next Level Manager
Inbox Notification
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Click “Manager Evaluation” Notification
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Click “Approve”
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Meet to Discuss Update & Approve2014 Goals
Establish 2015 Goals & Submit
Approve & Comment on Goal ProgressReview & ApproveReview & Acknowledge
Process Complete
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Employee Receives and Acknowledges Review
MyHR Workday
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Employee Acknowledges Review
Click icon & acknowledge
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Click inbox notification
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Process Complete
Click “Submit”
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AppendixCreating Goals | Competency Evaluation | Performance Discussion
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SpecificWhat specifically will I do?
Example: > Identify and plan a process improvement initiative in your department
that will achieve reduced cost and increase quality by the end of first quarter.
Measurable
How can I measure success or know that I have reached my goal?
Examples of measurable items:> Revenue/Margin/Market Share/Growth/Budget/Operating Income> Quality Standards/Attendance Rate/How Many (Percentage/Frequency)> Customer Satisfaction/Employee Survey Results/Benchmark Standards> Margin of Errors/Acceptable Rates of Mistakes
AlignedIs the goal aligned to my department, business area, division goals?
Example: > All customer complaints must be responded and resolved within 24
hours in order to improve customer satisfaction within our division.
Results Oriented
What’s the impact? Will it deliver results to enhance business or development?
Examples of things that are Results Orientated: > Consistent with Functional Specialty and Company Business Direction> Challenging to Motivated Employees Career Development Objectives
Time BoundWhat’s the due date? Be specific on exact date.
Example: > Identify and plan a process improvement initiative in your department
that will achieve reduced cost and increase quality by March 28, 2015.
You Can’t Improve What You Don’t Measure!
How to Create “SMART” Goals
the Power of You 34
There are two types of goals for 2015:> Performance
> What do I have to accomplish to get my job done?
> What do I have to do to be successful in my job in 2015?
> Recommend 2-3 goals
> Development
> How can I develop (knowledge, skills, abilities, leadership behaviors) to grow in my current role or future role?
> Recommend 1-2 goals
Creating 2015 Goals
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> Reduce the cost of the X by 10% by July 28, 2015 in support of division requirement to create more affordable solutions
> Ship 25 tested, qualified systems to Air Force by September 25, 2015 to satisfy contract requirements
> Achieve 20% material productivity gains in both direct and indirect supply chains through business intelligence, e-buying channels and corporate sourcing capabilities by June 25, 2015 to organizational supply chain goals
> Lead Program X and deliver 300 systems by November 28, 2015 to the Navy as specified in contract
> Capture new business development opportunity of $xxM as committed in Q2 forecast
Sample Performance Goals
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Learning Formula = Learn + Apply
Development Goals
We learn by doing Focus your development goal around what you can do to developExamples:> Added responsibilities> Exposure to portfolio of products> Projects and/or task forces> Learning something new and taking responsibility to apply it to a project> Scale (size) jump> Scope (complexity) change> Stretch Assignment
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> Review each behavioral competency description in PfP
> Select your skill level for each competency
> Developing > Proficient > Excels
> Write concrete examples to support your self assessment in the Strengths and Development Opportunities section
Complete Self Evaluation of Exelis Behavioral Competencies
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> Everyone has an opportunity for continued growth and development in one of the competencies and associated behaviors
> Developing rating is expected for employees that are> New in role – less than one year> Taking on expanded responsibilities in scope or scale> Learning new technologies> Dealing with complex problems
> Creating a rich development goal is essential to advancing ourselves and Exelis
“Developing” Assessment on Exelis Competencies
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> Collect specific examples of performance and behavior (completed projects, external/internal customer input, peer input, missed deadlines, specific behaviors)
> Note key accomplishments, additional responsibilities, and areas for improvement
> Ask questions, listen and provide clarification> Follow up on agreed upon goals
as performance/behavior is demonstrated
Checklist to Prepare for Performance Discussion
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Engaging in the Performance Discussion
> Work toward common goals> Set clear expectations> Give and receive regular feedback> Ask for guidance> Acknowledge good performance and desired behaviors> Respect and plan the time for employee/manager
discussions> Work constructively toward understanding and
agreement
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Questions and Answers
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