STARS! GoalsTraining Strategic Talent Assessment and Reporting System

1. STARS! GoalsTrainingStrategic Talent Assessment and Reporting System Kristan Williams Soave HR Dept

2. Agenda • STARS! Concepts • Setting and Managing Goals • Understanding Roles in Goal Management • Goal Plan Basics • Creating SMART Goals • Goal Alignment: Cascading Goals • Creating Development Goals • Mid Year Goal Process • Performance Appraisal Steps • Tools to Assist in Writing Evaluations • Support and Resources • Q&A (throughout) Confidential

3. STARS! Process

4. Setting and Managing Goals

5. Goal Types Confidential

6. Understanding Roles in Goal Management Confidential

7. Writing SMART Goals A SMART Goal is: Confidential

8. Exercise: Writing SMART Goals Is this Goal SMART? “Try to improve customer retention as quickly as possible.” Confidential

9. Exercise: Writing SMART Goals Modified using the SMART methodology: “Implement a customer retention program to increase retention rates by 10% by year end.” Confidential

10. Alignment: Cascading Goals Business Unit Vision & Strategy Aligning Goals ties individual goals to larger goals: • Cascadinga 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 Goals Confidential

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

12. Cascading Goals in SuccessFactors To Cascade a goal: • Select a goal using checkboxes. • Click the Cascade Selected button. • Select the checkboxes of the recipient(s) of the goal. • Click the Next button (edit goal window opens – not shown) and edit goal details for the recipient. NOTE: Edits made to the goal will not change the original goal. Confidential

13. Mid Year Review Process

14. Mid-Year Review Steps Employee Creates/Updates Goals Mid Year Goal Review HR Signs Employee Signs Email notification to Employee Goal Creation Supervisor rates goals based on current status Email notification to HR HR will sign and complete the mid-year goal review. Employee has an opportunity to review the goals and the ratings. Planning /tasks can be added to end the year successfully. Manager enters employee ratings and comments on goals. The form is signed and sent to the employee for review/signature. Employee enters goals and keeps it updated. Updates are emailed to Supervisor or Employee Manager and employee can view completed reviews on the performance tab under completed Confidential

15. Rating Scale Confidential

16. Demo: Creating Goals

17. Tools 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 Confidential

18. Notes and Best Practices • Use Notes throughout the year to track events that may impact performance evaluation. • Instruct your employees to keep the goals status up to date (monthly or quarterly) so that anyone viewing the goal will see where they are at. • 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. Confidential

19. Support and Resources • 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 HR Manager or Human Resources Representative.  • For technical questions regarding the STARS! website: • Please contact Kristan Williams at 313-567-7000 ext. 472 or STARS@soave.com. Confidential

20. Thank You!