Slide 1 FastFacts Feature Presentation January 21, 2014 To dial in, use this phone number and...
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![Page 1: Slide 1 FastFacts Feature Presentation January 21, 2014 To dial in, use this phone number and participant code… Phone number: 888-651-5908 Participant.](https://reader035.fdocuments.net/reader035/viewer/2022062321/56649dba5503460f94aaa9ee/html5/thumbnails/1.jpg)
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.
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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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Slide 3
Today’s Presenter
Debbie Sampson
Sr. Director, Talent Management and Organization
Development
Johns Hopkins University
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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.
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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: [email protected]
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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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Slide 7
How To View Full Screen
Click Here
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Slide 8
Introducing
A Performance Management System
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Slide 9
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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Slide 10
The Talent Management Process
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Slide 11
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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Slide 12
Two-Pronged Approach
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Slide 13
13
12/2013 2/2014 6/2014 6/2015
Multi-Year Timeline
System Configuration
Pilot LaunchTraining Rollout Implementation Implementation
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Slide 14
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
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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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Slide 16
“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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Slide 17
Performance Management Process
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Slide 18
Goals vs. Major Responsibilities
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Slide 19
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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Slide 21
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
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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
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Slide 23
SuccessFactors
SuccessFactors is a division of SAP
It provides the software that powers myPerformance
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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
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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
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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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Slide 27
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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Slide 28
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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Slide 29
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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Slide 30
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
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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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Slide 32
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
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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: [email protected]
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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!