Introducing A Performance Management System

1. Introducing A Performance Management System

2. Agenda • After today’s presentation you will be able to: • Explain the goal for performance management • Describe how myPerformance supports performance management • Discuss benefits and outcomes • Describe the three-year rollout

3. The Talent Management Process

4. Performance Management Goal Technology bridges the gap between People and Process. • To plan and implement this online performance management system in order to improve the performance management process and support the Johns Hopkins’ mission, goals, and culture of excellence.

5. Two-Pronged Approach

6. Multi-Year Timeline FY2013 2/2014 6/2014 Varies by Institution System Configuration Pilot Launch Training Rollout Evaluating and Improving Implementation Implementation

7. Benefits of Pilot Testing • Gain information from potential participants • Learn about difficulties/obstacles • Collect recommendations on how to improve • Understand personal reactions • Get early buy-in • Get higher rate of acceptance

8. What Performance Management Does for You… • Promotes two-way communication and participation • Provides a mechanism for determining and establishing goals critical to the organization • Provide a consistent process for measuring and rewarding performance • Focuses on desired results and behavioral expectations to drive performance excellence • Helps identify employee development needs • Promotes individual and organizational success

9. JH Gallup Questions Relating to Performance Management Scale: 1 (Strongly Disagree) to 5 (Strongly Agree)

10. “Cascading” Goals and Objectives Department Results Work Unit Results Individual Results Results reflect the mission, vision, and goals of the university

11. Performance Management Process

12. Goals vs. Major Responsibilities

13. Competencies • Competencies are characteristics that an individual must demonstrate to be effective in a job, which include: • Job-relevant behavior (what a person says or does that results in good or poor performance), • Motivation (how a person feels about a job, organization, or geographic location), and • Technical knowledge/skills (what a person knows/demonstrates regarding facts, technologies, a profession, procedures, a job, an organization, etc.) • Competencies provide you with the agility, flexibility and adaptability to meet the future strategic needs of the organization.

14. Core Values

15. Johns Hopkins EnterpriseLeadership Competencies • Establishing Relationships • Developing Talent • Inspiring and Motivating Others • Demonstrating Emotional Intelligence • Acting with Integrity • Acting Strategically • Managing Risk • Navigating Organizations • Communicating Effectively • Promoting Diversity and Inclusion • Setting a Strategic Vision • Holding Self and Others Accountable

16. Development Goals • During preparation phase, development goals are identified: • Results-based goals • Competency-based goals • Training and education needs • During evaluation phase, accomplishments are noted but do not contribute to overall scores

17. SuccessFactors • SuccessFactors is a division of SAP • It provides the software that powers myPerformance

18. SuccessFactors Web-based performance management software will be used to… • Create goals • Align goals • Conduct initial performance, checkpoint, and year-end reviews • Electronically track and manage performance throughout the year • Electronically store performance reviews and notes

19. Desired Outcomes

20. Indicators of Overall Effectiveness of myPerformance Number of individuals evaluated Distribution of performance ratings Quality of information Quality of performance discussion meetings System satisfaction Cost/benefit ratio Unit-level and organization-level performance

21. What can myPerformance do for Hopkins? • Simplify the performance management process with 24/7 internet access • Provide on-demand access to key information • Provide a real-time view of status, including complete, missing, and overdue actions • Improve HR reporting across the department • Strengthen performance management • Emphasize accountability at all levels for achieving results • Make it easier to monitor the entire process; allow leaders to track process • Offer clear distinctions between various levels of performance • Improve performance management consistency • Improve employee engagement

22. What Training Will Be Provided? A variety of training and resources are available to help employees and supervisors: • Instructor-led training • Provides an overview of the performance management process • Discusses goals, major responsibilities, development goals, competencies, and feedback • Reviews manager and employee responsibilities in the performance management process • Introduces you to how to use and access the system

23. What Training Will be Provided? Plus: • Quick Reference Guides that offer step-by-step instructions • FastFacts sessions that can be taken at your desk • E-learning modules • Show Me Demonstrations • Website with resources that can be accessed 24/7 • Super Users

24. Thank You! Thank you for participating! We would love to hear from you. Are there certain topics that you would like us to cover in future FastFacts sessions? Would you like to be a FastFacts presenter? Please email us at: fastfacts@jhu.edu

25. Survey Before we close, please take the time to complete a short survey. Your feedback will help us as we plan future FastFacts sessions. Click this link to access the survey… http://connect.johnshopkins.edu/fastfactssurvey/ Thanks again!