Noblest Are Performance

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ePerformance

Cynthia WilsonSenior HCM Consultant

December 2004


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A Development & Performance CultureA Development & Performance Culture

Breeds LeadersBreeds Leaders

Company has a sense of purpose

Employees understand how theycan make a difference

Performance and development

culture

Leaders are celebrated recognized and rewarded,

motivating others

Be the Employer of ChoiceBe the Employer of Choice


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PeopleSoft ePerformance

Version 8.8 1st

release of Self-ServicePerformance Management

Version 8.9 will expand on functionality General release date: Q4, 2004


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Overview of ePerformance

Utilized by Managers, Employees and HRAdministrators

Provides continuous performance evaluationsthroughout entire year

Documents are always available for updatingas employees projects and goals change


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Overview of ePerformance

Provides standardization of performance

criteria across entire company

Yet, application is very flexible, enabling

development of separate documentsaccording to divisional requirements

Evaluations are created centrally or delegatedto managers


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Disadvantages of TypicalEvaluation Processes

Largely non-automated, requiring extensivemanual processing

Usually late and not relevant to employeescurrent performance and assignments

Inefficient and difficult to understand

Corporate strategy is not communicated toemployees nor included in individual goals


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6. Measurement7. Cust omer

Serv ice

4. Exec ut ion

5. Corporat eManagement

3. Workf orce

Planning

1. Bus iness

Develop

2. Pro jec t Planning

Advantages of PeopleSoft ePerformance

Continuous collaboration between manager andemployee throughout the evaluation cycle

Continuous adjustment of employee goals andperformance rating

Enables corporate strategy to be communicated toemployee and linked to performance expectations

Easy creation of employee performance plans


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ePerformance Integration Points

HR

Planning Salaries

Managing Competencies

eDevelopment


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PeopleSoft Solutions: High-Performance Workforce Life Cycle


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Roles

ePerformance Setup

ePerformance Administrator

Manager

Employee


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ePerformance Setup Role

Performs initial setup and on-goingmaintenance of application

Creates performance criteria

Creates document types, section definitions,

and template definitions


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ePerformance Administrator Role

Creates performance criteria

Creates document types, section definitionsand template definitions

Creates performance documents

Monitors progression of performancedocuments throughout the cycle

Reports on missing or late documents

Performs routine functions (changing status ofdocument, canceling document, etc.)


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Manager Role

Creates performance documents for direct

reports Views performance history

Maintains notes on their direct reports

Approves performance documents Monitors progression of performance

documents for their direct reports

Receives notification of missed due dates Performs administrative functions (changing

status of document or canceling document,etc.)


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ePerformance Framework

Collection of user-defined subdocuments,

including:

Mission Statement reconnects people to the goal

of the company Initiatives company-wide goals

Employee Goals

Responsibilities Competencies


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Flexibility in Template Design

Multiple templates may be designed according

to corporate needs

Annual Review

Mid-Year Review

Performance Improvement Plan (for under-achievers)

One for each division, department, office, etc. Any combination according to your needs


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Business Process Tasks

Define performance process

Generate performance documents

Maintain on-going performance

Complete performance cycle


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Defining PerformanceProcess

Define document types

Define document sections

Define templates

Create performance documents

Establish workflow notifications


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Generating Performance

Documents

Create performance documentsfrom templates

Update performance criteria, ifneeded


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Maintaining OngoingPerformance

Manager Document:

Manager maintains employee performanceand records notes

Employee Document:

Employee maintains self-appraisal and records

notes


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Completing PerformanceProcess

Employee completes self-appraisal

Manager completes performance document

HR approves performance document (ifapplicable)

Manager schedules face-to-face review andsignoff


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Additional Features

Ratings Averaging, Summation or Review

Bands Competencies and proficiencies may be

loaded from third party providers

Templates can be grouped by Job Code, JobFamily, Position, Salary Grade or UserSpecified

Performance documents are created by HR orManager


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Additional Features (contd)

Performance documents are passed betweenmanager and employee continuously untilperformance cycle is completed

Performance criteria on documents may be

added, deleted or edited

Employee and manager performance notesare kept private from each other

Employees may add their own goals toperformance document


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Delivered Advisor Tools

Development Tips suggests

methods of improving, developingand using a competency

Results Writer genericcompetency statements to assistmanagers with comments

Language Checker watches forinappropriate language


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Text Catalog

Allows functional staff to easily

make modifications to:

Page Titles

Instructional Text

Group Box Labels

Button Labels

Field Names

Hyperlink Labels

Warning Messages


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Approval Options

Multiple approval options to choose from

Drives when performance cycle is complete

Determines which buttons and fields are displayedto users during the approval process


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Ratings:

May be weighted

Rounded up, down or nearest

Trace log may be enabled for verification ofratings calculations


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Performance Documents May Be:

Transferred to new manager

Updated with new due dates

Rolled back to reflect a status change

Cancelled when employee leaves companybefore cycle completion


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Delivered Reports

Missing Documents

Late Documents


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Inquiry Pages (Manager)

View Performance History

View Approval Status Summary Detail


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Inquiry Pages(HR Administration)

Rating Distribution Summary Displays preliminary, actual and desired rating

distributions

Status Summary Displays percentage of performance documents in

each document status

Both summaries produce hot graphs,allowing for drill down to find details


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In Summary

PeopleSoft ePerformance offers you

Flexibility to meet your needsIntegration with your HR and Business Processes

Robust technologyAvailability through web-enablement offeringemployee and manager self-service

Monitoring to ensure your organization maximizesthe potential of your most valuable asset


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Questions?


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Thank you for attending!!

Cynthia Wilson - [email protected]


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