1. Tracy Gonzales SuccessFactors
STARS! Training for Managers: Using the Strategic Talent Assessment and Reporting System 
Tracy Gonzales
SuccessFactors

2. Before We Begin… To minimize the web meeting dashboard
Remember to mute your lines when possible; if you do not have mute on your phone, click *6 on your phone, to un-mute, click #6
Please do not put your phone on hold during the session
Engage and ask questions as often as necessary
Click the arrow to minimize or maximize as necessary
4/20/2017
Confidential

3. Agenda STARS! Concepts Introduction to the STARS! Software
Setting and Managing Goals
Understanding Roles in Goal Management
Goal Plan Basics
Creating SMART Goals
Goal Alignment: Cascading Goals
Creating Development Goals
Short Break
Performance Appraisal Process
Performance Appraisal Steps
Performance Form Basics
Tools to Assist in Writing Evaluations
Support and Resources
Q&A (throughout)
4/20/2017
Confidential

4. Learning Objectives At the end of this class you should be able to…
Understand how the performance management process is implemented in STARS!
Navigate through the STARS! software
Write SMART goals
Enter, edit, and cascade goals
Utilize features of the software to assist in writing providing actionable feedback
Move the performance evaluation form from one step to the next
4/20/2017
Confidential

5. STARS! Concepts
STARS! combines tools and processes that allow employees to focus and integrate their goals with their business unit's strategic objectives and direction.
4/20/2017
Confidential

6. STARS! Process Set Expectations
Employee and Manager define annual goals.
Set Up A Performance Review Plan
Employee and Manager define specific focus areas.
Mid-Year Assessment (highly recommended)
Employee and Manager comment on performance.
Year End Assessment
Manager assesses employee performance.
Plan for the Future
Manager reviews employee development & performance for future planning.
4/20/2017
Confidential

7. What is Goal Management?
Goal Management is a method of aligning the work of individuals, departments, and divisions with a business unit’s vision and strategies.
Goal Management is made up of Goal Setting and Goal Measurement to help us ensure that we make steady progress toward our strategies and alert us when we are off track.
Completing goals and achieving results are key components in compensation and rewards for individuals and teams.
Business Unit Vision & Strategies
Departmental Objectives
Goal Management is key to the STARS! process
Individual, Team & Group Goals
4/20/2017
Confidential

8. Hierarchy for Training Purposes
Dave Director
Manny Manager
Edward Employee
Holly Humanresources
Confidential
4/20/2017

9. Introduction to SuccessFactors

10. Getting Started
Access the online performance management system using your web browser.
Completely secure online system provides a central location to manage and store Assessment Forms.
You will receive automated notification ( s) when you need to participate in the process. Should you not have a company address, your Supervisor or Human Resources Representative will notify you directly.
4/20/2017
Confidential

11. Logging in Is Easy
Click the link on the notification and complete login instructions.
For Username, enter the ID provided in your .
For Password enter the temporary password provided in your .
Click the Forgot Your Password? link should you forget your password
Click the Log In button to start your process.
Your Company ID= Soave
NOTE: employees can also access the online performance management system by going to the "Employees" page of the soave.com website.
4/20/2017
Confidential

12. Browser Cookies Simplify Login
You may also bookmark the SuccessFactors Login Page by clicking the above link.
4/20/2017
Confidential

13. Do NOT Use Your Browser’s “Back” Button
4/20/2017
Confidential

14. 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 on a form by a user. In this example, the form is in the Employee Self Review step and the form can be sent to the employee’s manager for review. The Route Map only appears in the Performance Evaluation form.
Spell Check, when located above a text box, will check the spelling of that box. This feature is available in the Goal Plan and Performance Evaluation form.
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.
Notes, when accessed from Employee Files, allows you to quickly record thoughts to be accessed during the performance evaluation process. Notes can be kept private or sent to other members of the team. You can also access notes from the 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.
4/20/2017
Confidential

15. Demo: Logging into the Application
Log into application as Manny and demo:
Company ID
Options
My Goals portlet
Moving portlets
To do list

16. Setting and Managing Goals

17. Goal Types Development Goals Business Goals
The Employee and their Manager together define "WHAT" the employee is going to accomplish.
During the review period, you will have the opportunity to review and, if necessary, modify these goals with your manager.
Located in the Goal Plan tab.
Development Goals
Goals designed to improve skills to assist in career development.
Located in the Development Plan tab.
NOTE: Both business and development goals appear on the performance appraisal form
4/20/2017
Confidential

18. Understanding Roles in Goal Management
Employee
Create SMART Goals aligned to their current job and business unit priorities.
Collaborate with manager to update and add tasks on cascaded goals.
Focus current job performance to achieve goals and pursue individual career development goals.
Manager
Work collaboratively to update, and provide feedback on employee’s goal plan.
Ensure employee’s goals align to achieve role, team, and business unit goals.
Actively monitor Goals ensuring effective communication of progress up and down the organization.
4/20/2017
Confidential

19. Goal Plan Basics
The Goal Plan is like an online worksheet that records Goals in one central place and tracks them throughout the year.
Employee Hierarchy provides an organizational view of individual, team and group’s Goals plans.
With the Goal Plan you can:
Create and edit goals.
Cascade goals.
View modification history.
Note: All business goals are initially created as private. Private goals are only viewable by the employee and their management. Public goals are also viewable by those who report to you within your organizational hierarchy.
4/20/2017
Confidential

20. Demo: Goal Plan Basics Open Manny’s Goal Plan and demo:
Hierarchy – click on Edward’s goal plan
Go back to Manny’s goal plan
Point out visibility field
Click on edit button
Go through each field
Point out spell check and legal scan
Add a task
Go through Display Options to demo how tasks appear
Click on the Goal name to show audit history

21. Writing SMART Goals Specific A SMART Goal is: Measurable Attainable
Goals should be straightforward and emphasize the business result that you would like to achieve.
Measurable
Establish concrete criteria for measuring progress toward the attainment of each goal that you set.
Attainable
Goals must be within your capacity to reach. You cannot commit to accomplishing goals that are too far out of your reach, or unreasonable.
Relevant
Make sure each goal is consistent with other goals you have established and fits with your immediate and long-range plans.
Time Bound
Setting an end point on your goal gives you a clear target to work towards.
A goal describes achievements the employee hopes to accomplish during the upcoming year.
The SMART methodology helps to ensure goals are written in a way that promotes success.
4/20/2017
Confidential

22. Exercise: Writing SMART Goals
Is this Goal SMART?
Specific
Measurable
Attainable
Relevant
Time Bound
“Try to improve customer retention as quickly as possible.”
Insert Poll here to vote yes or no
4/20/2017
Confidential

23. Exercise: Writing SMART Goals
Modified using the SMART methodology:
Specific
Measurable
Attainable
Relevant
Time Bound
“Implement a customer retention program to increase retention rates by 10% by year end.”
4/20/2017
Confidential

24. Creating SMART Goals in SuccessFactors
Implementation of a SMART Goal:
Specific
Goal
Measurable
Measurement
Attainable
Goal Name
Tasks
Relevant
Time Bound
Start/Due Dates
4/20/2017
Confidential

25. Creating New Business Goals
To create a new goal:
Click the Goal Wizard button for a step-by-step walkthrough OR
Click the Create a New Goal button to create a goal from scratch 2 1
REMINDER: Be sure to disable your browser’s pop up blocker
4/20/2017
Confidential

26. Demo: Creating A New Business Goal
Open Edward’s Goal Plan and demo:
Add a new goal using the Goal wizard
Demo the process using the Create a New Goal button

27. Alignment: Cascading Goals
Business Unit Vision & Strategy
Aligning Goals ties individual goals to larger goals:
Cascading a goal copies a goal to another person, such as from a manager to a direct report within the hierarchy. You may wish to cascade goals to your direct reports.
Once a goal is aligned, managers have line of sight into overall progress toward completion.
Cascade
Cascade
Individual, Team & Group Goals
4/20/2017
Confidential

28. Alignment: Example
BU Leader: Increase profitability
Sales Mgt: Increase Bookings
Sales Rep: Close X $ in business each quarter
Marketing Mgt: Increase Leads
Event Coordinator: Conduct X # of trade shows per quarter
Business Unit Goal
Departmental Goal
Individual Goal
Broad corporate goals can be broken down into supporting goals necessary to achieve the desired financial outcome for the business unit.
4/20/2017
Confidential

29. Cascading Goals in SuccessFactors
To Cascade a goal:
Select a goal using checkboxes.
Click the Cascade Selected button.
Select the checkboxes of the recipient(s) of the goal.
Click the Next button (edit goal window opens – not shown) and edit goal details for the recipient. 2 3 1
NOTE: Edits made to the goal will not change the original goal. 4
4/20/2017
Confidential

30. Demo: Cascading Goals Log in as Manny: Open Goal Plan
Cascade demo cascading
Demo goal alignment view

31. Creating Development Goals
The employee and manager mutually agree upon 1 – 3 development goals to sharpen the employee’s strengths and develop areas that would benefit from improvement.
To create a new development goal:
Click on the Development tab
Click the Create a New Development Goal button 1 2
4/20/2017
Confidential

32. Demo: Creating a Development Goal
Open the development plan for Edward and demo:
Creating a new development goal

33. Goal Setting Best Practices
Goal Section Summary
The goal plan and development plan are online worksheets both you and your direct reports can access throughout the year.
Access the Goal Plan from the Goals tab.
Access the Development Plan from the Development tab.
The goal detail view provides a quick report view of the goal details, audit history and list of cascade participants.
Goal Setting Best Practices
Goal discussions with your direct reports should occur throughout the year. There should be no surprises at the year-end performance review discussion.
There is ample room for text in the notes, description and tasks sections. Enter detailed descriptions and examples where appropriate.
Cascade goals to help ensure alignment.
Keep goal status up to date. You can add updates throughout the year.
4/20/2017
Confidential

34. Performance Appraisal Process

35. Performance Appraisal Steps
Employee
Self Review*
Manager Review
Discussion and Signature
HR Review
notification to employee
notification to manager
notification to HR
notification to manager
Manager signs form, holds discussion with employee then sends the form to the employee for signature
Employee enters self rating and comments on performance then sends the form back to the manager for review
Manager enters employee rating and comments on performance then sends the form to HR for review prior to holding discussion with employee
HR reviews appraisal and may enter comments then sends the form back to the manager for additional review or signature
notification to employee
Employee signs
notification to HR
HR signs and completes the process
*This step may be optional for some business units
4/20/2017
Confidential

36. Rating Scale Rating Descriptor Definition 5 Excellent
Consistently exceeds the required level for this job role. 4
Satisfactory with Commendation
Exceeds the required level for this job role. 3
Meets Expectations
Satisfies the requirements for this job role fully. 2
Satisfactory with Reservation
Limited adequacy in the required level for the job role. 1
Unsatisfactory
Does not adequately satisfy the requirements of the job role.
4/20/2017
Confidential

37. Accessing your Evaluation Forms
SuccessFactors automatically creates and distributes Performance Evaluation forms when it is time to start the review process.
Employee accesses the Evaluation Form from the To-Dos List or the Performance tab.
SuccessFactors automatically routes the form to your inbox whenever your input is required.
4/20/2017
Confidential

38. Performance Form Basics
View Options allow you to change how you view the form on the page. View the full form, one section at a time, or one item at a time
Allows you to download an offline copy of the form
Allows you to search and open a previously completed form for this individual
Full form spell check and full form legal scan
Allows you to open any notes you have received or created for this individual. The multiple pages indicate there are notes, the single page indicates there aren’t
Print Preview
Print set up allows you to see what the form will look like when printed and choose which format, HTML or PDF, you will print your form in
Allows you to view more details and an audit history of this form
Opens up a meeting request in Microsoft Outlook
Allows you to save your work
4/20/2017
Confidential

39. Demo: Performance Evaluation Form
Log in as Edward and demo:
Opening the form
Form sections
Form toolbar
Less detail and More detail view options
Route map

40. Demo: Moving the Form to Completion
Log in as Edward and demo moving the form through each stage of the process:
Self evaluation
Ratings and comments
Manager Review
Notes
Writing assistant/Coaching advisor
En Route Folder
HR Review
Signature
Form history

41. Tools to Assist in Writing Reviews: Notes
Access from Employee Files or the Performance Evaluation form
Keep notes private or send to other team members
Use to track progress on events and behaviors throughout the year that may impact performance evaluation
4/20/2017
Confidential

42. Tools to Assist in Writing Reviews: Writing Assistant
Provides suggested text, modifiers, and categories of competencies to quickly build review commentary.
Click the icon from the form
Select a phrase
Make the text more or less positive
Click the Place Text button to paste into the form and modify as desired 2 3 4
4/20/2017
Confidential

43. Performance Review Section Summary
Use Notes throughout the year to track events that may impact performance evaluation.
Save the form during editing to see updates in the summary section.
Use the less detail and more detail links to hide or display tasks.
Use the Writing Assistant, Coaching Advisor, Spell Check and Legal Scan tools to assist in crafting feedback.
View En Route and Completed forms in their associated folders in the form inbox.
4/20/2017
Confidential

44. Conducting the Review Discussion
Meeting Best Practices
Schedule a meeting in a place where you will not be interrupted. Turn off phones, pagers, computers and give your full attention to the conversation.
Be prepared.
Don’t rush and give your direct report your full attention.
Make the meeting a collaborative conversation; both of you talk and listen.
Make sure that you allow time to focus on the future, not just the past.
When and where to meet
Prepare by sending the review form to HR for review prior to the meeting.
Discuss current job development and career development.
Be clear and confident about your performance feedback.
What to discuss during the meeting
Review and give feedback on the individual’s performance.
Goals & results.
Competencies.
Development needs.
Communicate your overall rating of the individual’s performance.
4/20/2017
Confidential

45. Support and Resources
Soave Ethics Education & Development (SEED) course: Conducting Performance Reviews
This course is designed to give you an overview of the performance management process, and then focus on the mechanics of what you need to do to prepare for, conduct and follow-up on performance reviews.  Although the major emphasis will be on the forms and annual review, the same mechanics work whenever managers are required to give feedback on an employee's performance.
eLearning Tutorial
Housed on the soave.com website on the STARS! log-in page. 
For questions regarding your business unit's performance management process:
Please contact your Human Resources Manager or Human Resources Representative. 
For technical questions regarding the STARS! website:
Please contact Kristan Williams at ext. 472 or
4/20/2017
Confidential

46. Thank You!