# MIGRATION TOPIC

1 People Data & Tags including usernames, emails, managers, passwords etc.

2 Login & Password

3 Review Cycle

4 Content Library including roles, goals & competencies, rating scales...

5 Open Round Migration including scores, comments, goal roll over

6 Historic Review Data including scores & comments

7 Analytics & Overall Score including 9-box configuration & reports

8 Development Plan including development notes & actions

9 Organizational Details & Brand

Data Upgrade Guide

Growth Edition

What will you learn?The migration project has three main goals - completeness (no data loss), simple (easy seamless transition) & continuity (low impact on business processes).

This easy-to-follow guide will show you in detail how we translate your data from version 1 to 2. This includes your people, content library & review data. This guide will help you learn the new system & answer common questions from your employees, (e.g. where are my goals?)

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Quick SummarySystem Area EXACT MIGRATION NOT EXACT MIGRATION NOT MIGRATING

Login & PW • Login Email • Password

People & Tags

• Active Users• Inactive Users• Admin Users (see pg 4)• Email• Employee Photo• Employee ID• Company Start Date• Manager of Employee• Position (renamed to Title)• Tags• Employee's Current Tag Selections

• Admin Access Levels (see page 4) • Deleted Users (see page 3)• Role Start Date (see page 2)• Historic Employee Tag

Review Cyles • Open Review Cycle• Archived Review Cycles

• Review Dates (see page 6) • Pending Review Cycles

Mid-round Review

• Completion percentage• All Sub-Goal and Question level score positions•All Goal Texts, Outcome Notes and Comments at or below 4,000 Characters

• Goal Texts, Outcome Notes and Comments over 4,000 Characters (see page 12)• Future Goals (see page 12)

• Goal Rollover

Historical Rounds

• Calculations based on Category weights • All Scores for sub-goals and questions • All goal texts, outcome notes and comments up to 4,000 characters• Completion percentages• Scores on Goal and Competency category level• 9 box grid positions

• All goal texts, outcome notes and comments over4,000 characters

• Goal Rollover

Roles• Roles assigned to Active or Inactive users• Calculations based on Category weights on Historic Review Cycles

• Role Name and Category Title (see page 7)

• Roles not assigned to Active or Inactive users

Goals

• Goal title and description • Sub-goal titles and default goal text• Matching Goal Level and Sub Goal Level rating scales• Equal Weights on Sub-Goal• Uniform Goal Level Sliders (see page 9)

• Goal Categories weighted at 0 will become Competencies with Text Boxes only• Non Equal Weights on Sub-Goals (see page 10)• Sub-Goal Comment Box (see page 10)• Future Goals (see page 12)• Differing Goal Level and Sub Goal Level rating scales, if applicable (see page 11)

• Category Weights on Goals for Open Review Cycles (see page 7)

Competencies

• Competency title, description and comment box• Competency questions, answer sliders and comments• Uniform Competency Sliders (see page 8)

• Different rating scales across Competency Categories or across Goal Categories (see page 8)

• Category Weights on Competencies for Open Review Cycles (see page 8)

Analytics

• Position on Grid for historical rounds• Customized 9box grid labels and definitions • Overall score configuration and settings• Overall rating scores for historical rounds

• 9 box grid placement for open rounds (see page 14)• Overall rating scores if migrated in open round (see page 15)

Development Plan

• All comments and action items for open and historic rounds below 4,000 characters

• Separate Development Plan Feature• Snippet Feature• Manager Notes Feature

Org Details • Billing Details• Admin Details

• Company Logo

People and data tags

We will migrate all active & inactive users across. Deleted users will not be migrated from version 1 to version 2.

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1

Version 2 manages people data very similar to version 1. You will find most of the people data fields match version 1 with only minor changes.

Please see below a list of all migrated fields. The icon indicates the field is a direct copy and is identical in both versions.

Email → only users with a valid email address can receive a password

Employee photo

Employee Id

Company start date

Manager of the employee → reporting tree is migrated fully

Employee Name → separate fields for first and last name, see next page...

Position → this field is renamed to “title”

Role start date → this field will not be migrated as version 2 records the date of a role changes automatically.

WHAT?

Version 2 offers dedicated fields for first & last names, which improves the ability to search & integrate employees more easily.

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Please note it will not be possible to recover users that were deleted in version 1 prior to the migration to version 2. Only active & inactive users are migrated.

WHAT?

Employee Names1.1

Single field for employee names.

Version 1 Version 2

Separate fields for first & last name. → Full names are split on last word.

As part of the migration we will bring all active & inactive user across.

WHAT?

Inactive Users1.2

Users can be set to inactive byadmins & managers and in exports.

Version 1 Version 2

Inactive users are listed in the people section & exports. → Changing a user to inactive & back only via email

to gesupport@csod.com (inactive/active switch feature on roadmap for 2018)

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Version 2 offers admins full self-services granting them control over all product areas including people, cycle schedule & for the first time full management of roles, goals & competencies in an easy-to-use content library.

WHAT?

Administrator Rights1.3

All existing admins will keep their admin rights. We have standardized the admin role & view rights configuration.→ All admins can make changes to people, cycles, content library & run reports on all users→ All managers with extended view rights like “org wide” or “view peers” will be limited to

view only their own teams after the upgrade Admin Mimic access is available in version 2.

Version 1 Version 2

Tags1.4

WHAT?

Version 2 offers unlimited tags & full self-services allowing admins to create, edit & delete tags.

All tags & tag categories are migrated.

All employees will be assigned to the same tags & tag categories.

Please note tag history will not be migrated. Reports and analytics can only be filtered for current tags to avoid mis-interpretation or confusion.

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Login and Passwords

We have strengthened & standardized our password requirement to provide the highest level of data security. As result, all employees must request a new password via the forgotten password link on the login page. Please note passwords are fully encrypted & can only be obtained via email.

We require all users have a valid email address (including test users).

Please note all new passwords must contain the following:

• 8 or more characters• 1 or more numbers• 1 or more special characters• At least one uppercase letter

Please note the password link can only be clicked once or the user needs to click the forgotten password link again.

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WHAT?

→ Please have your IT team white-list the domain amazonses.com as sender of password emails otherwise emails might be blocked or lost

→ Admin no longer needs to use special login for mimic – can mimic through People section

Review Cycles

Scheduling review cycles in version 1 was inflexible & a manual task, e.g. one review at a time. Version 2 offers more flexibility with unlimited cycles in parallel & explicit goal, self & manager review stages that offer better completion tracking.

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3

Pending review cycles are not migrated to give you control when to start thenew review cycle.

To activate reminder emails go to setting, email management:

WHAT?

All archived review cycles are fully migrated (locked + submitted).Please note version 2 allows user to submit completed review with a digitalsignature, this replaces the sharing features in version 1.

Open review rounds will be migrated. Goal, self & manager review stagesare unlocked to allow user updates in parallel to match the version 1 process.

Version 1 Version 2

• Version is limited to a single open review cycle

• Goal, self & manager review stages run in parallel→ Edits possible any time

• No automatic emails

• Unlimited review cycle in parallel• Name for each review cycle generated automatically → performance

review year + month• Start + end dates for goal, manager & self-review stages → Generated automatically based on due date & past cycles, see

diagram below• Email notifications are triggered by the dates listed for each review

sub-cycle, e.g. goal setting → emails are deactivated by default, admins can turn them on under Settings

Content Library

Roles in version 1 could only be managed via spreadsheets & the support team. Version 2 offers an easy-to-use full self-service feature allowing admins to create & edit any roles including automatic version.

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4

WHAT?

Roles4.1

Role assignments are fully migrated.

Role Name → migrated but the name is updated to a combination of role category + role name like “Sales - Senior Sales Lead”.

Role Category → not migrated as version 2 offers automated versioning.

Only roles assigned to current users are migrated to keep the contentlibrary relevant & compact → 100% of all historic data is migrated.

Goals & Competency categories are equally weighted in version 2.→ Custom goal & competency weighting per role is no longer supported.

Version 1 allowed to define weighings for goals & competencies per role. This made score calculation intrans-parent & managing roles complex. Version 2 simplified the process whereby now all goals & competencies share the same even weighting. This makes score calculation easier to define & understand across all roles.

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The central components of any review design are competencies that provide a dimension to measure soft skills like “flexibility”. Both versions handle competencies very similar as they can be linked to question & comment fields to capture qualitative feedback.

WHAT?

Competencies4.2

Competency title (factor title) & description are fully migrated.

Question & answers are fully migrated.

Comment & default text are fully migrated.

GE has simplified the terminology to support an easy self-service

Version 1: Factors linked to questions & comments

Version 2: Competencies linked to questions & comments

Version 2 offers a unified rating scale for competencies to make analysis & ratings of cross-competency easier for managers

→ Version 1 allowed each competency to have its own rating scale→ Version 2 requires that all competencies share the same rating scale

If you used multiple rating scales in version 1 please see chapter for thehandling of mixed rating scale for more details…

Please note answer scales are unique to each question in both versions.

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Goals provide a place to define measurable performance targets like financial goals. Both versions handle goals very similar as they can be linked to sub-goals.

WHAT?

Goals4.3

Goal title (factor title) & descriptions are fully migrated.

→ SMART goal text is not migrated.

Sub-goal titles & default goals are fully migrated.

GE has simplified the terminology to support an easy self-service

Version 1: Factors linked to goals & comments equal to

Version 2: Goals linked to sub-goals and the sub-goals’ outcome notes only

In version 2, Goal Setting is now a separate process where employees and

managers can set goals in multiple sessions with a confirmation stage by the

manager

Goal Categories can no longer be linked to comment text boxes, instead sub-goals have comments to drive more valuable feedback. When migrating to version 2, comments are merged with the first sub-goal for all review cycles.

Future goals are no longer supported to simplify goal setting.

Version 2 offers a unified rating scale for goal AND sub-goals to makeratings more consistent and thus improve analysis data quality

→ Version 1 allowed each goal & sub-goal to have its own rating scale→ Version 2 requires that all goal and sub-goals share the same rating scale

If you used multiple rating scales see section mixed rating scale...

10

Version 1 & 2 provide admins and managers the ability to define the importance of sub-goals.

Version 1 allows the user to enter a free number to indicate the weighted which was complex & hard to interpret.

Version 2 simplified this process by offering an easy-to-use graphical scale of 1 to 5 bubbles to indicate higher and lower importance of selected sub-goals.

WHAT?

Sub-Goal Weighting4.4

All sub-goal weighting defined by admins in the content library as well as set by

managers in review cycles are fully migrated.

Sub-goal weightings are migrated from version 1 based on a best-fit-model

→ numbers are translated to 5-bubbles

→ historic weighs and subsequent calculations will display exactly as they were in version 1

Zero weighted sub-goals are not supported to streamline goal setting

→ translated to ensure lowest possible impact retained = 1 bubble.

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A compact & easy to understand rating scale is the base for a successful review process. Version 1 allowed users to define individual rating scales for all elements. This is confusing for end users & made comparisons of scores difficult.

Version 2 simplified this aspect by supporting one generic rating scale for all goals/sub-goals & one scale for all competencies. This makes self-service & analysis across the content library easier & more powerful.

WHAT?

Rating Scales4.5

All rating scales are migrated fully → 100% match if one single rating scale

is used for goals & one for competencies.

If more than one rating scale is used for goals or competencies

→ Rating scale is replaced by a generic number based scale &→ A legend is added to the goal / competency description &→ Users are able to move the sliders to any place on the scale

This way multiple rating scales are preserved & each entered score can be linked to the correct label = no information is lost.

Special Case for Goals: if all sub-goal share the same rating scale this one is used for all goals too, if a shortened version was used

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Open Round Migration

We understand that business requirements are unique to each company. Archiving is our recommendation to ensure that given ratings are consistent & managers are not confused by the new look & feel of version 2. However, our process is able to upgrade clients with an open review round if necessary. All data entered in the open round will be migrated which allows your teams to continue the review process in version 2 without any interruption of your company specific review timeline.

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WHAT?

Completion percentage for open round is fully migrated

All entered scores for sub-goals & questions are fully migrated

All goal texts, outcome notes & comments are fully migrated → please note the max. length of any text entry is 4,000 characters to support mobile use & increase manager engagement. The full text is available on request in our upgrade report via upgrademe@csod.com

Scores on goal & competency level, 9-box grid position & overall score are recalculated → the result may be different from version 1, e.g. 9-box grid is based average score for all goals & competencies vs. step 1 & step 2

Open round remains unlocked for goal, self, manager review stage → manager and self-assessor can edit all in parallel

Any text in the future goal section is merged into the goal description → goal text shows current & future goal to allow easy reuse

Version 2 no longer supports goal roll over → goals are copied automatically (depending of configuration)

Version 2 subgoal weightings will conform to the bubble format

→ the weighting may be slightly different from the percentage to best-fit-model

Please see below a comparison between version 1 and 2 for sub-goals :

13

Historic Review Cycle Migration

Tracking performance over time is the basis for any successful employee development. Our upgrade process will bring across historic review data from version 1 unchanged. This ensures consistent analysis results & compliance.

Please note, the look & feel in version 2 has changed & some information will be displayed differently.

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WHAT?

All scores for sub-goals & questions are fully migrated for all rounds. All goal texts, outcome notes & comments are fully migrated for all rounds.

→ Please note the max. length of any text entry is 4,000 characters to

support mobile use & increase manager engagement. The full text is available on request in our upgrade report via upgrademe@csod.com.

Completion percentage for historic rounds are fully migrated.

Scores on goal & competency level, 9-box grid position & overall score are fully migrated → 100% match to version 1 interface and printouts.

Version 2 improved transparency and now ALL review cycles are displayed → version 1 showed only review cycles that contain ratings for a given user.

Historic rounds have a past due date, are submitted and locked → manager & self-assessor can NOT change any details.

Printing is only available for managers → printing for self-assessor is on the roadmap.

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Analytics & Overall Score

Version 2 offers same powerful 9-box summary view to easily identify high performing employees & those with development needs for all cycles. Based on the average goal and competency ratings all employees are based on the grid.

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WHAT?

Position of employees on the grid are fully migrated for historic rounds. → Analysis results are 100% match in both systems.

→ Customized 9-box grid labels & definitions are fully migrated.

9-box grid placement is recalculated for open round only & thus maybe different from version 1.

Version 2 does not offer any tag filter, tends or kite analysis yet. → Enhancements on the roadmap.

Roles7.1

The calculation for the 9-box has changed to make it more consistent.Version 2 grid = avg. score for all goals (y-axis) and competencies (x-axis).Version 1 grid = is based on step 1 (y-axis) and step 2 (x-axis).

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Version 2 offers fully self-service configuring of overall score including automatic versioning. Changes to overall score configuration will update open round automatically. Fore more see http://help.ge.csod.com/docs/overall-score.

WHAT?

Overall rating configuration options fully migrated. → Weighting of goals & competencies, range, precision & labels.

Overall rating scores for historic rounds fully migrated = 100% match.

If you migrated with an open round. In version 2, the overall rating will be

different. Please take a look at your Overall Score and make adjustments as

need. Overall Score can be adjusted mid-round.

Supported display options for overall score are:

• Score & Label• Score only• Label only

Overall Score7.2

In version 2 the overall score is based on the average of all goals &average competency ratings. Version 1 calculated the overall score basedon average of step 1 & step 2.

Thus the overall score for the open round can be different.Please note historic overall scores are fully migration, 100 % match.

Label only.

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Development Plan

Development plans are a vital component of talent management. In version 1, the development plan is a static feature that requires manual input & has no link to learning or analysis.

In version 2, the development plan feature is not ready yet, but we aim to provide an improved & more powerful version that will provide better tracking and suggestion of learning lessons to improve skills gaps.

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WHAT?

All comments and action items entered in development plans are migrated for open and past round.

Development plans are placed in the overall comments box of a review. → This allows managers and employee to continue editing dev plan entries for open round migrations.

Please note the max. length of the overall comment section is 4,000 characters to support mobile use & increase manager engagement. The full text of the dev plan is available on request via upgrademe@csod.com.

Dev plan is not supported in version 2 yet → setup of the development plan including default text is not migrated.

Version 1 offered the “manager notes” features which is not migrated. → Entries in the manager note section are available on request in the upgrade report. This feature will be covered in the improved dev plan.

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Organizational Details, Brand & Language

Version 2 allows you to customize the brand and color scheme of your system to ensure a good corporate identity fit and high engagement with your employees.

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WHAT?

The first admin in your organization is selected as point of contact in the general Settings section.

The name of your organization, country & city are pre-populated based on your billing details. Version 1 allows you to upload a company image on the basic setup page.

→ This image will not be migrated.

→ Please upload a new company logo and choose a matching color and background image.

→ By default the cornerstone logo and a background image have been selected for your organization.

Version 2 offers a standardized terminology throughout the tool thatpromotes engagement and transparency.

Please note customized labels and headers are not migrated from version 1.