Slide 1 FastFacts Feature Presentation January 21, 2014 To dial in, use this phone number and participant code… Phone number: 888-651-5908 Participant.

Slide 1

FastFactsFeature Presentation

January 21, 2014

To dial in, use this phone number and participant code…

Phone number: 888-651-5908 Participant code: 182500

To participate via VoIP…

You must have a sound card

You must have headphones or computer speakers

© 2012 The Johns Hopkins University. All rights reserved.

Slide 2

Today’s Topic

We’ll be taking a look at myPerformance – a new tool for managing performance at Johns Hopkins University and Medicine.

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Today’s Presenter

Debbie Sampson

Sr. Director, Talent Management and Organization

Development

Johns Hopkins University

Slide 4

Session Segments

PresentationDebbie will introduce you to the myPerformance software and process.

During Debbie’s presentation, your phone will be muted.Q&A

After the presentation, we’ll hold a Q&A session. We’ll open up the phone lines, and you’ll be able to ask questions. Debbie will answer as many of your questions as time allows.

Slide 5

Contact Us

If you would like to submit a question during the presentation or if you’re having technical difficulties, you can email us at: fastfacts@jhu.edu

Slide 6

Survey

SurveyAt the end of this FastFacts session, we’ll ask you to complete a short survey. Your honest comments will help us to enhance and improve future FastFacts sessions.

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How To View Full Screen

Click Here

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Introducing

A Performance Management System

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Objectives

After today’s presentation you will be able to:Explain the goal for performance managementDescribe how myPerformance supports performance managementDiscuss benefits and outcomesDescribe the three-year rollout

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The Talent Management Process

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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.

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Two-Pronged Approach

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12/2013 2/2014 6/2014 6/2015

Multi-Year Timeline

System Configuration

Pilot LaunchTraining Rollout Implementation Implementation

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Performance Management

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

Slide 15

JH Gallup Questions Relating to Performance Management

Q 12 Question Result

Q 01 I know what is expected of me at work 4.23

Q 06 There is someone at work encourages my development

3.60

Q 08 The mission or purpose of my organization makes me feel my job is important

3.92

Q 11 In the last six months, someone at work has talked to me about my progress

3.60

Scale: 1 (Strongly Disagree) to 5 (Strongly Agree)

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“Cascading” Goals and Objectives

Department ResultsDepartment Results

Individual ResultsIndividual Results

Work Unit ResultsWork Unit Results

Results reflect the mission, vision, and goals of the university

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Performance Management Process

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Goals vs. Major Responsibilities

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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.

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Slide 20

Core Values

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JH Leadership Competencies

Establishing RelationshipsDeveloping TalentInspiring and Motivating OthersDemonstrating Emotional IntelligenceActing with IntegrityActing StrategicallyManaging RiskNavigating OrganizationsCommunicating EffectivelyPromoting Diversity and InclusionSetting a Strategic VisionHolding Self and Others Accountable

Slide 22

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

Slide 23

SuccessFactors

SuccessFactors is a division of SAP

It provides the software that powers myPerformance

Slide 24

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

Slide 25

Desired Outcomes

myPerformance

One consistent process

On-going performance management discussions

Online access 24/7 provided by SuccessFactors technology

Organizational alignment

Performance evaluation based on goals and major responsibilities of job

Leadership competencies defined with potential for 360 feedback

Slide 26

Common 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.

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.

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.

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Indicators of Overall Effectiveness

Number of individuals evaluatedDistribution of performance ratingsQuality of informationQuality of performance discussion meetingsSystem satisfactionCost/benefit ratioUnit-level and organization-level performance

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What we Hope to Achieve

Simplify the performance management process with Internet access 24/7

Provide on-demand access to key informationProvide a real-time view of status, including complete, missing, and overdue actionsImprove HR reporting across the department

Strengthen performance managementEmphasize accountability at all levels for achieving resultsMake it easier to monitor the entire process; allow leaders to track processOffer clear distinctions between various levels of performanceImprove performance management consistencyImprove employee engagement

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What Training Will Be Provided?

There will be two phases of training for each area:Employee orientation/overview

An overview of the performance management process A discussion of goals, major responsibilities, competencies, and development planningA review of manager and employee responsibilities in the performance management processReview of the myPerformance roll out project and schedule

Performance management system training (employees, managers, and supervisors)

Introduction to the system and how the system worksHow to input, manage, and maintain performance plans An opportunity to navigate within the system

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What Training Will be Provided?

Plus:A new employee guidebook and job aids on performance

managementFastFacts sessions that can be taken at your deskE-learning modulesAn 800-numberWebsite with resources that can be accessed 24/7

Slide 31

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

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We’re going to open the phone lines now!

There will be a slight pause, and then a recorded voice will provide instructions on how to ask questions over this conference call line.

We’ll be answering questions in the order that we receive them.

We’ll also be answering the questions that were emailed to us during the presentation.

If there’s a question that we can’t answer, we’ll do some research after this session, and then email the answer to all participants.

Q&A

Slide 33

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

Slide 34

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!