1. PERFORMANCE MANAGEMENT @ USC
REIMAGINING
PERFORMANCE USC
Stronger Trojans. Stronger Troy.
In 2014, as part of our commitment to advancing employee and institutional excellence, we are introducing the first university-wide performance management process for STAFF across the institution.
We strongly encourage managers and employees to think about the performance management cycle as a yearlong opportunity to give and receive performance feedback.
Most of you are adopting this new performance management process this upcoming year, and others will be making this transition at a later time.
For those of you that are adopting the new process in your academic/administrative units, your HR Partners will be working closely with you to help communicate upcoming performance events in your academic/administrative units.

2. Objectives Introduce the new Performance Management Cycle
Review performance criteria and understand performance review and goal-setting processes (IDP)
Inform Staff of tools, templates and training

3. What is Changing? Inconsistent Process & Practices Consistent
Inconsistent cycles, templates, and performance criteria….. Consistent cycle, templates, and performance criteria
No Individual Development Plans (IDP)….. Introducing IDPs (optional)
Ad-hoc goal setting….. SMART Goals
Lack of performance metrics….. Performance metrics

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5. Performance management occurs throughout the year
Performance management occurs throughout the year. It is not a one-time annual event. For training purposes, four phases comprise the new performance management cycle.
Begin the performance management cycle by setting your goals … as if you are setting up the blueprint for the year
Review your goal and leverage an IDP as you see fit
Encouraged to complete a mid-year check and provide constructive feedback
Wrapping up the year by completing your performance reviews
PERFORMANCE GOALS: actual work/project deliverables you aspire to complete
DEVELOPMENT GOALS: help you develop the skills and abilities to improve your performance and advance in your careers
For those adopting the common Performance Management cycle this year, we are currently within Phase 4: Evaluate (January – March). We will approach this year as a hybrid year, by combining Phase 4 with Phase 1: Plan.

6. USC PERFORMANCE CRITERIA
9 performance criteria for Non-Managers to be rated against. For Managers, there are an additional 2 (Management and Leadership) performance criteria.
Within each criteria, there are behavioral indicators to rate yourself or others against.
These performance criteria were designed to be generic enough to fit MOST people’s jobs
BUT, you can select “Not Applicable” if you are not able to provide a rating within a specific criteria
Performance ratings are based on a 5-point scale, which some of you are already accustomed to.

7. There are two systems which support the Performance Management initiative:
USC Trojan Learn (brought to you by Talent Management)
Trojan Learn training provides you context as to HOW you approach the PM Process
Provides you training as a reminder and enhancement of knowledge and skills to conduct performance reviews, goal-setting, and completing IDP’s appropriately and accurately
Workday
Where you actually complete your performance reviews and goal-setting, and IDP (if you choose to complete this form)

8. trojanlearn.usc.edu
Many of you are aware of Trojan Learn, our platform for online learning
Talent Management has developed comprehensive Performance Management curricula: one for Managers and one for Non-Managers
There are 4 separate learning pathways to coincide with each of the 4 phases

9. Quickest way to access our bundled performance management assets is to click on the link from our Trojan Learn Home Page
trojanlearn.usc.edu

10. Training Curricula: Managers
USC Intro to Performance Management
Creating a High Performance Team
Setting & Managing Priorities: Mission and Goals
Achieving SMART Goals
PHASE 1
PLAN
Apr – Jun
USC Individual Development Plan (IDP)
Developing your Direct Reports
Motivating Employees
Passion & Energy
PHASE 2 DEVELOP
Jul – Sep
Give Honest & Constructive Real-Time Feedback
Managing Performance
Listen to your team
PHASE 3
MONITOR
Oct – Dec
USC Performance Evaluations
Performance Appraisal Essentials: Planning for Appraisals
Preparing your Performance Appraisal
PHASE 4
EVALUATE
Jan – Mar
Here is a closer look at the training for each of the 4 phases
Total time to complete all 4 phases in one academic year is 5 hours for Managers (6 hours for Non-Managers)
Phase 1 training serves as an introduction to performance management, and how to set clear and concise SMART goals
Phase 2 training focuses on developing your direct reports by having conversations based on career objectives, leveraging the IDP
Phase 3 training is based on providing constructive feedback during a mid-year check-in
Phase 4 training covers how to successfully prepare for your performance reviews, including a descriptive video on the USC performance criteria
It is HR’s prerogative to make any portion of this training curricula mandatory
If you would like further information and descriptions for these assets, please visit Trojan Learn.
Total: 1 hour, 20 min
1 hour, 15 min
2 hours
25 min
1 hour, 20 min

11. Training Curricula: Non-Managers
USC Intro to Performance Management
Creating a High Performance Team
Setting & Managing Priorities: Mission and Goals
Achieving SMART Goals
PHASE 1
PLAN
Apr – Jun
USC Individual Development Plan (IDP)
Managing your Career: Creating a Plan
Passion & Energy
The G Factor: Grit and Growth
PHASE 2 DEVELOP
Jul – Sep
Receiving Feedback
How to Give and Receive Upward Feedback
Managing your Career: You and your Boss
PHASE 3
MONITOR
Oct – Dec
USC Performance Evaluations
Managing your Career: Leveraging the Performance Appraisal
Preparing your Performance Appraisal
Managing your Relationship with your Boss
PHASE 4
EVALUATE
Jan – Mar
Non-Managers training consists of a total of 6 hours across the entire year
Total: 1 hour, 20 min
1 hour, 15 min
1 hour
2 hours
1 hour, 50 min

12. Talent Management Website
Additional resources housed on our Performance Management webpage to help you cycle on with the new performance management process.

13. Performance Management Webpage
On the Performance Management webpage, you will find any further information you may need to support you in this cultural shift.
As a reminder, please reach out to your HR Partners, who will be in close communication with Talent Management.

14. System Training for Workday
Workday Training Resources:
E-Learning Video
Quick Reference Guide (QRG)
Housed in Trojan Learn
Click on Performance Management link on Trojan Learn home page to show custom page (rotating banner on Trojan Learn home page)
System training for HR Community is housed on the Workday Help site (QRGs and Videos)

15. SMART Goals Activity
Now that you have been exposed to our Performance Management resources and templates, we will demonstrate how useful an asset is from the Trojan Learn curricula

16. Achieving SMART Goals Video
By Marcia Reynolds
Log into TrojanLearn.usc.edu
Phase 1: PLAN (Managers and Non-Managers)
Launch video on SMART GOALS –Achieving Smart Goals
Distribute SMART GOAL Guide—with exercise section

17. SMART Goals: Activity
Create a few examples of SMART Goals for yourself
Performance or Development Goals
Resources:
Developing SMART Goals Guidelines
Achieving SMART Goals video
Directions for the participants
Examples included on the next slide

18. SMART Goals: Examples NON-SMART SMART
Develop a wellness and health promotion initiative for students.
Improve project management skills.
SMART
By August 1, 2014, implement a new wellness and health promotion initiative for students to decrease stress-related issues with our student population by 10%.
Take the Project Management curriculum in Trojan Learn on , and apply the relevant concepts while deploying our strategic plan to our entire organization.
** NOTE: Facilitator will share an example of a SMART goal for participants to start the discussion
Examples:
NON-SMART
Develop a wellness and health promotion initiative for students.
Improve project management skills.
SMART
By August 1, 2014, implement a new wellness and health promotion initiative for students to decrease stress-related issues with our student population by 10%.
Take the Project Management curriculum in Trojan Learn on , and apply the relevant concepts while deploying our strategic plan to our entire organization.

19. Questions?