Performance and Goals -Process Summaries SAP

CUSTOMER

SAPFebruary, 2018

Performance and Goals - Process SummariesSAP SuccessFactors Process Library

2CUSTOMER© 2018 SAP SE or an SAP affiliate company. All rights reserved. ǀ

Process SummariesOverview

• Goal Setting• Continuous Feedback and Coaching• Review Performance• Manage Performance Improvement• 360 Degree Review


Goal SettingProcess Summary

Success Criteria� Employee goal plans

aligned to company strategy and goals

End Event� Goal Plan Agreed

Output� Goal Plan

Start Event• Strategic Objectives

Defined

Input• Balanced Scorecard• Goal Library

Process Participants� Employee� Line Manager

• Talent Process Owner• Talent Administrator

Purpose� Align employee goals with company objectives and make them individual and specific so that the

employee can truly contribute and be assessed (and self-assess) against them.• Individual goals should be set as targets against which the employee can develop by means of

Talent Management measures (receive feedback and learn).

Prerequisites� Company’s strategic

objectives have been defined

Use Cases� At the start of a new performance year line

managers and employees create and agree on goal plans

� New goal plans to be created and agreed for a new-hire or transferred employee during the year

DependenciesIT � SAP SuccessFactors

Performance and Goals

Data � Goal Library

Processes � Cont. Feedback and Coaching� Review Performance

• Plan Development


Continuous Feedback and CoachingProcess Summary

Success Criteria� Employees and Line

Manager engage in feedback and coaching sessions on a regular basis

End Event� Feedback and

Coaching Session Completed

Output� Activities and

Achievements� Updated Goal Plan

Start Event• Goal Plan Agreed

Input• Goal Plan


� Others

Purpose� Have regular 1:1 meetings between line managers and employees to continuously monitor

progress, activities and achievements.� Capture achievements and request feedback from co-workers throughout the year as they

happen to more easily prepare for the formal review at the year end.� Identify any potential issues as soon as they occur and mitigate them through ad hoc

improvement plans.

Prerequisites� Mobile app enabled

Use CasesDependenciesIT � SAP SuccessFactors

Performance and Goals� Continuous Performance

Management

Data

Processes � Goal Setting� Review Performance

• Plan Development• Plan Career


Review PerformanceProcess Summary

Success Criteria� Performance Review

completed in due time for follow-up processes (e.g. Salary review, talent review)

End Event� Performance Review

Completed

Output� Performance

Evaluation� Calibrated

Performance Rating

Start Event• Start of Year-End

Review

Input• Goal Plan• Competencies• Achievements and

Activities


� Next Level Manager� HR Business Partner

� Talent Administrator� Others

Purpose� At the end of the performance cycle, the employee summarizes their performance by means of

self-assessment on their goal achievements and competencies.� Employee’s line manager optionally requests input from stakeholders – using 360 Reviews – and

uses this input and employee’s self-assessment to review employee’s goal achievements and competencies, and to provide a performance ratings.

� In a calibration session with the next level manager, the employees’ ratings are calibrated after which the manager engages in a review discussion with the employee.

� The calibrated performance rating is used as an objective decision criterion in follow-up processes (compensation review, talent identification, succession planning)

Prerequisites Use CasesDependenciesIT � SAP SuccessFactors

Performance and Goals� SAP SuccessFactors Calibration

Data � Performance Rating

Processes � Goal Setting� Cont. Feedback and Coaching

• Identify and Nominate Talents• Manage Salary Review


Manage Performance ImprovementProcess Summary

Success Criteria� Performance issue

early identified and promptly followed up

� Effectiveness of the Performance Improvement Plans

End Event� Performance

Improvement � Plan Closed

Output� Performance

Improvement Plan

Start Event• Performance Issue

Identified

Input• Performance

Evaluation• Achievements and

Activities

Process Participants� Employee� Líne Manager

� HR Business Partner

Purpose� In case an employee is required to improve their performance, a formal performance improvement

plan is created and agreed upon. � The performance improvement plan contains details on activities the employee needs to

undertake, the success criteria and how to measure them, as well as the period in which the performance must be improved.

� Manager and employee regularly track the progress of the performance improvement plan and at the end of the improvement period, an evaluation is done whether the plan is successfully completed and the performance improvement plan can be closed.



Data

Processes � Cont. Feedback and Coaching� Review Performance


360 Degree ReviewProcess Summary

Success Criteria� All employees in the

company use 360 Degree Review to identify strenghts and weaknesses as basis for career and development planning

� Peers and subordinates take 360 degree feedback requests seriously

End Event� 360 Degree Review

Completed

Output� 360 Degree Review

Feedback

Start Event• 360 Degree Review

Initiated

Input• Competency Library

Process Participants� Employee

� Line Manager

� Raters

Purpose� Use 360 Degree Review to collect feedback from line managers, peers and subordinates on

demonstration of competencies.

� Use the feedback collected to compare against self-assessment of competencies.

� 360 Degree Review feedback is key information for career and development planning.



Data � Competencies

Processes � Plan Development

� Plan Career

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