STARS Training for Managers.ppt

STARS! Training for Managers: STARS! Training for Managers: Using the Strategic Talent Assessment and Using the Strategic Talent Assessment and

Reporting System Reporting System Tracy GonzalesSuccessFactors

Before We Begin…Before We Begin…

• To minimize the web meeting dashboard

• Remember to mute your lines when possible; if you do not have mute on your phone, click *6 on your phone, to un-mute, click #6

• Please do not put your phone on hold during the session

• Engage and ask questions as often as necessary

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Click the arrow to minimize or Click the arrow to minimize or maximize as necessarymaximize as necessary

AgendaAgenda

• STARS! Concepts• Introduction to the STARS! Software• Setting and Managing Goals

– Understanding Roles in Goal Management– Goal Plan Basics– Creating SMART Goals– Goal Alignment: Cascading Goals– Creating Development Goals

• Short Break• Performance Appraisal Process

– Performance Appraisal Steps– Performance Form Basics– Tools to Assist in Writing Evaluations

• Support and Resources• Q&A (throughout)


Learning ObjectivesLearning ObjectivesAt the end of this class you should be able to…At the end of this class you should be able to…

1. Understand how the performance management process is implemented in STARS!

2. Navigate through the STARS! software

3. Write SMART goals

4. Enter, edit, and cascade goals

5. Utilize features of the software to assist in writing providing actionable feedback

6. Move the performance evaluation form from one step to the next


STARS! combines tools and processes that allow employees to focus and integrate their goals with

their business unit's strategic objectives and

direction.

STARS! ConceptsSTARS! Concepts

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STARS! ProcessSTARS! Process


What is Goal Management?What is Goal Management?


• Goal Management is a method of aligning

the work of individuals, departments, and

divisions with a business unit’s vision and

strategies.

• Goal Management is made up of Goal

Setting and Goal Measurement to help us

ensure that we make steady progress

toward our strategies and alert us when

we are off track.

• Completing goals and achieving results

are key components in compensation and

rewards for individuals and teams.

Business Unit Business Unit Vision & StrategiesVision & Strategies

Departmental Departmental ObjectivesObjectives

Individual, Team & Individual, Team & Group GoalsGroup Goals

Hierarchy for Training PurposesHierarchy for Training Purposes

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Holly HumanresourcesHolly Humanresources

Introduction to SuccessFactors Introduction to SuccessFactors

Getting StartedGetting Started


Completely secure online system provides a central

location to manage and store Assessment Forms.

You will receive automated notification

(emails) when you need to participate in the process.

Should you not have a company email address,

your Supervisor or Human Resources Representative

will notify you directly.

Access the online performance management

system using your web browser.

Logging in Is EasyLogging in Is Easy


1. Click the link on the notification email and complete login instructions.

2. For Username, enter the ID provided in your email.

3. For Password enter the temporary password provided in your email.

− Click the Forgot Your Password? link should you forget your password

4. Click the Log In button to start your process.

Your Your Company Company ID= SoaveID= Soave

NOTE: employees can also access the online performance NOTE: employees can also access the online performance management system by going to the "Employees" page of the management system by going to the "Employees" page of the

soave.com website.soave.com website.

Browser Cookies Simplify LoginBrowser Cookies Simplify Login


https://performancemanager.successfactors.com/login?company=Soave

You may also bookmark the SuccessFactors Login Page by clicking the above link.

Do NOT Use Your Browser’s “Back” ButtonDo NOT Use Your Browser’s “Back” Button


Common SuccessFactors FeaturesCommon SuccessFactors Features


A Route Map indicates the current step the Performance Evaluation form is in as well as the available actions that can be taken on a form by a user. In this example, the form is in the Employee Self Review step and the form can be sent to the employee’s manager for review. The Route Map only appears in the Performance Evaluation form.

Spell Check, when located above a text box, will check the spelling of that box. This feature is available in the Goal Plan and Performance Evaluation form.

Legal Scan, when located above a text box, allows you to check the text box for potentially inappropriate words or phrases. This feature is available in the Goal Plan and Performance Evaluation form.

Notes, when accessed from Employee Files, allows you to quickly record thoughts to be accessed during the performance evaluation process. Notes can be kept private or sent to other members of the team. You can also access notes from the Performance Evaluation form.

The Writing Assistant gives you sample text to help provide meaningful feedback about competencies. This feature is available in the Performance Evaluation form.

The Coaching Advisor offers mentoring and development suggestions for you to use when providing feedback. This feature is available in the Performance Evaluation form.

Demo: Logging into the Demo: Logging into the ApplicationApplication

Setting and Managing GoalsSetting and Managing Goals

Goal TypesGoal Types


NOTE: Both business and development goals appear on the performance appraisal formNOTE: Both business and development goals appear on the performance appraisal form

Understanding Roles in Goal ManagementUnderstanding Roles in Goal Management


Goal Plan BasicsGoal Plan Basics

The Goal Plan is like an online worksheet that records Goals in one central place and tracks them throughout the year.

Employee Hierarchy provides an organizational view of individual, team and group’s Goals plans.

With the Goal Plan you can:

1.Create and edit goals.

2.Cascade goals.

3.View modification history.


Note:Note: All business goals are initially created as private. Private All business goals are initially created as private. Private goals are only viewable by the employee and their goals are only viewable by the employee and their

management. Public goals are also viewable by those who management. Public goals are also viewable by those who report to you within your organizational hierarchy.report to you within your organizational hierarchy.

Demo: Goal Plan BasicsDemo: Goal Plan Basics

Writing SMART GoalsWriting SMART Goals

A SMART Goal is:

Specific • Goals should be straightforward and emphasize the business result that you would like to achieve.

Measurable • Establish concrete criteria for measuring progress toward the attainment of each goal that you set.

Attainable • Goals must be within your capacity to reach. You cannot commit to accomplishing goals that are too far out of your reach, or unreasonable.

Relevant • Make sure each goal is consistent with other goals you have established and fits with your immediate and long-range plans.

Time Bound • Setting an end point on your goal gives you a clear target to work towards.


Exercise: Writing SMART GoalsExercise: Writing SMART Goals

Is this Goal SMART?

““Try to improve customer Try to improve customer

retention as quickly as possible.”retention as quickly as possible.”

Specific

Measurable

Attainable

Relevant

Time Bound


Modified using the SMART methodology:

““Implement a customer retention Implement a customer retention

program to increase retention program to increase retention

rates by 10% by year end.”rates by 10% by year end.”

Exercise: Writing SMART GoalsExercise: Writing SMART Goals

Specific

Measurable

Attainable

Relevant

Time Bound


Creating SMART Goals in SuccessFactorsCreating SMART Goals in SuccessFactors

Implementation of a SMART Goal:

Specific Goal

Measurable Measurement

Attainable Goal Name

Tasks

Relevant Goal

Time Bound Tasks

Start/Due Dates


Creating New Business GoalsCreating New Business Goals

To create a new goal:1. Click the Goal

Wizard button for a step-by-step walkthrough

OR

2. Click the Create a New Goal button to create a goal from scratch


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REMINDER: Be sure to disable your browser’s pop up blockerREMINDER: Be sure to disable your browser’s pop up blocker

Demo: Creating A New Demo: Creating A New Business GoalBusiness Goal

Alignment: Cascading GoalsAlignment: Cascading Goals

Aligning Goals ties individual goals to larger goals:

– Cascading a goal copies a goal to another person, such as from a manager to a direct report within the hierarchy. You may wish to cascade goals to your direct reports.

Once a goal is aligned, managers have line of sight into overall progress toward completion.

Cascade

Cascade

Individual, Team & Group Individual, Team & Group GoalsGoals

Business Unit Vision & Business Unit Vision & StrategyStrategy

CascadeCascadeCascadeCascade


Alignment: ExampleAlignment: Example

Broad corporate goals can be broken down into supporting goals necessary to achieve the desired financial outcome for the business unit.


Cascading Goals in SuccessFactorsCascading Goals in SuccessFactors


To Cascade a goal:1. Select a goal using

checkboxes.

2. Click the Cascade Selected button.

3. Select the checkboxes of the recipient(s) of the goal.

4. Click the Next button (edit goal window

opens – not shown) and edit goal details for the recipient.

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NOTE:NOTE: Edits made to the goal will Edits made to the goal will not change the original goal. not change the original goal.

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Demo: Cascading GoalsDemo: Cascading Goals

Creating Development GoalsCreating Development Goals


The employee and

manager mutually agree

upon 1 – 3 development

goals to sharpen the

employee’s strengths and

develop areas that would

benefit from

improvement.

To create a new

development goal:

1. Click on the

Development tab

2. Click the Create a New

Development Goal

button

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Demo: Creating a Demo: Creating a Development GoalDevelopment Goal

Goal Section SummaryGoal Section Summary

• The goal plan and development plan are online worksheets both you and your direct reports can access throughout the year.

• Access the Goal Plan from the Goals tab.

• Access the Development Plan from the Development tab.

• The goal detail view provides a quick report view of the goal details, audit history and list of cascade participants.


Goal Setting Best PracticesGoal Setting Best Practices

• Goal discussions with your direct Goal discussions with your direct reports should occur throughout the reports should occur throughout the year. There should be no surprises at year. There should be no surprises at the year-end performance review the year-end performance review discussion.discussion.

• There is ample room for text in the There is ample room for text in the notes, description and tasks sections. notes, description and tasks sections. Enter detailed descriptions and Enter detailed descriptions and examples where appropriate.examples where appropriate.

• Cascade goals to help ensure Cascade goals to help ensure alignment.alignment.

• Keep goal status up to date. You can Keep goal status up to date. You can add updates throughout the year.add updates throughout the year.

Performance Appraisal ProcessPerformance Appraisal Process

Performance Appraisal StepsPerformance Appraisal Steps

Employee Employee Self Review*Self Review*

Email Email notificationotificatio

n to n to employeeemployee

Employee Employee enters self enters self rating and rating and

comments on comments on performance performance

then sends the then sends the form back to form back to the manager the manager

for reviewfor review

Email Email notificationotificatio

n to n to managermanager

Manager enters Manager enters employee employee rating and rating and

comments on comments on performance performance

then sends the then sends the form to HR for form to HR for review prior to review prior to

holding holding discussion with discussion with

employeeemployee

Manager Manager ReviewReview HR ReviewHR Review


Email Email notificationotification to HR n to HR

HR reviews HR reviews appraisal and appraisal and

may enter may enter comments then comments then sends the form sends the form

back to the back to the manager for manager for additional additional review or review or signaturesignature

*This step may be *This step may be optional for some optional for some

business unitsbusiness units

Discussion and Discussion and SignatureSignature

Email Email notification to notification to

employeeemployee

Employee signsEmployee signs


managermanager


HRHR

HR signs and HR signs and completes the processcompletes the process

Manager signs form, Manager signs form, holds discussion with holds discussion with employee then sends employee then sends

the form to the the form to the employee for signatureemployee for signature

Rating ScaleRating Scale

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RatingRating Descriptor Descriptor DefinitionDefinition

5 ExcellentConsistently exceeds the required level for this job role.

4Satisfactory with Commendation Exceeds the required level for this job role.

3Meets Expectations Satisfies the requirements for this job role fully.

2Satisfactory with Reservation Limited adequacy in the required level for the job role.

1 UnsatisfactoryDoes not adequately satisfy the requirements of the job role.

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Accessing your Evaluation FormsAccessing your Evaluation Forms

Employee accesses the Evaluation Form from the

To-Dos List or the Performance tab.

SuccessFactors automatically creates and

distributes Performance Evaluation forms when it is time to start the review

process.

SuccessFactors automatically routes the

form to your inbox whenever your input is

required.


Performance Form BasicsPerformance Form Basics


View Options allow you to change how you view the form on the page. View the full form, one section at a time, or one item at a time

Full form spell check and full form legal scan

Print Preview

Print set up allows you to see what the form will look like when printed and choose which format, HTML or PDF, you will print your form in

Allows you to save your work

Allows you to open any notes you have received or created for this individual. The multiple pages indicate there are notes, the single page indicates there aren’t

Allows you to view more details and an audit history of this form

Allows you to search and open a previously completed form for this individual

Allows you to download an offline copy of the form

Opens up a meeting request in Microsoft Outlook

Demo: Performance Demo: Performance Evaluation FormEvaluation Form

Demo: Moving the Form Demo: Moving the Form to Completionto Completion

Tools to Assist in Writing Reviews: NotesTools to Assist in Writing Reviews: Notes

• Access from Employee Files or the Performance Evaluation form

• Keep notes private or send to other team members

• Use to track progress on events and behaviors throughout the year that may impact performance evaluation

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Tools to Assist in Writing Reviews:Tools to Assist in Writing Reviews:Writing AssistantWriting Assistant

• Provides suggested text, modifiers, and categories of competencies to quickly build review commentary.

1. Click the icon from the form

2. Select a phrase3. Make the text more or

less positive4. Click the Place Text

button to paste into the form and modify as desired

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Performance Review Section SummaryPerformance Review Section Summary

• Use Notes throughout the year to track events that may impact performance evaluation.

• Save the form during editing to see updates in the summary section.

• Use the less detail and more detail links to hide or display tasks.

• Use the Writing Assistant, Coaching Advisor, Spell Check and Legal Scan tools to assist in crafting feedback.

• View En Route and Completed forms in their associated folders in the form inbox.


Conducting the Review DiscussionConducting the Review Discussion


• When and where to meet− Prepare by sending the review form to

HR for review prior to the meeting.

− Discuss current job development and career development.

− Be clear and confident about your performance feedback.

• What to discuss during the meeting− Review and give feedback on the

individual’s performance.

− Goals & results.

− Competencies.

− Development needs.

− Communicate your overall rating of the individual’s performance.

Meeting Best PracticesMeeting Best Practices

• Schedule a meeting in a place where Schedule a meeting in a place where you will not be interrupted. Turn off you will not be interrupted. Turn off phones, pagers, computers and give phones, pagers, computers and give your full attention to the conversation.your full attention to the conversation.

• Be prepared.Be prepared.

• Don’t rush and give your direct report Don’t rush and give your direct report your full attention.your full attention.

• Make the meeting a collaborative Make the meeting a collaborative conversation; both of you talk and listen.conversation; both of you talk and listen.

• Make sure that you allow time to focus Make sure that you allow time to focus on the future, not just the past.on the future, not just the past.

Support and ResourcesSupport and Resources

• Soave Ethics Education & Development (SEED) course: Conducting Performance Reviews– This course is designed to give you an overview of the performance

management process, and then focus on the mechanics of what you need to do to prepare for, conduct and follow-up on performance reviews. Although the major emphasis will be on the forms and annual review, the same mechanics work whenever managers are required to give feedback on an employee's performance.

• eLearning Tutorial– Housed on the soave.com website on the STARS! log-in page.

• For questions regarding your business unit's performance management process:– Please contact your Human Resources Manager or Human

Resources Representative. • For technical questions regarding the STARS! website:

– Please contact Kristan Williams at 313-567-7000 ext. 472 or [email protected].


Thank You!Thank You!

STARS Training for Managers.ppt

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Transcript of STARS Training for Managers.ppt