How Multi-Rater Reviews Drive Employee Performance: The True Partners Story About Hilary Hosek Hilary Hudson Hosek is currently the Director of Human Resources for True Partners Consulting. Hilary holds a Masters Degree in Human Resources from Loyola University Chicago, and she has over twenty years of experience in the people field working for organizations including McKinsey & Company, Ernst & Young Consulting & The University of Chicago Booth School of Business. Hilary currently sits on DeVry University’s Advisory Board for their graduate Human © 2012 HRTMS, Inc. All Rights Reserved Resources program. Hilary has a highly successful track record as a turnaround specialist and growth catalyst across multiple people functions including performance management, compensation strategy, recruitment, and training. After completing her undergraduate degree in 1991, Hilary moved to Honolulu, Hawaii to take a year to decide what she wanted to do “when she grew up.” While there she started her career with Ernst & Young. Hilary transferred with Ernst & Young to Chicago in 1994 and has remained in Chicago ever since.

How Multi-Rater Reviews Drive Employee Performance The True Partners Consulting Story © 2012 HRTMS, Inc. All Rights Reserved

True Partners Consulting True Partners Consulting was founded by five former Arthur Andersen Tax Partners in 2005 The firm provides tax consulting services to large and middle market organizations Standard professional services business model; consultants at all levels working on multiple clients with varying engagement lengths 36 Managing Directors, 200+ employees 8 US locations, London, several international affiliates © 2012 HRTMS, Inc. All Rights Reserved

Business Problems People were receiving limited feedback. People were only receiving feedback at year-end; feedback was no longer fresh or still relevant. People were usually receiving feedback from one person only (if at all). Leadership made decisions for promotions and compensation increases with limited information and/or hearsay. In summary, the process was very broken. © 2012 HRTMS, Inc. All Rights Reserved

Business Problems It is typical in professional services organizations that there is no one obvious person who can speak comprehensively to an individual’s performance throughout the year. © 2012 HRTMS, Inc. All Rights Reserved

Looking for a Solution A task force was established to look into various solutions. The task force included employees from all levels and locations. After exploring various options, the task force settled on a potential solution and then sought buy-in from leadership. © 2012 HRTMS, Inc. All Rights Reserved

The Solution Each person sets annual goals. Feedback is collected on a quarterly basis; feedback recipients select feedback providers. Annual Rating Calibration Meetings are held where a group of leaders collectively determine annual ratings. An Annual Reviewer is assigned to each individual; Annual Reviewer recommends year-end rating to other leaders in the Annual Rating Calibration Meeting. © 2012 HRTMS, Inc. All Rights Reserved

The Solution © 2012 HRTMS, Inc. All Rights Reserved One Annual Review by One Annual Reviewer Quarterly feedback from managers and other supervisors throughout the year Set competency based goals at beginning of year w/ review by Annual Reviewer Consistently and equitably balanced assignment of ratings by a group of leaders Career focused feedback by leaders

Goal Setting © 2012 HRTMS, Inc. All Rights Reserved

Requesting Feedback © 2012 HRTMS, Inc. All Rights Reserved

Quarterly Feedback Form © 2012 HRTMS, Inc. All Rights Reserved

Self-Review Instructions © 2012 HRTMS, Inc. All Rights Reserved

Self-Review Cover Page © 2012 HRTMS, Inc. All Rights Reserved

Self-Review Goals © 2012 HRTMS, Inc. All Rights Reserved

Self-Review Competencies © 2012 HRTMS, Inc. All Rights Reserved

Self-Review – Overall Performance © 2012 HRTMS, Inc. All Rights Reserved

Annual Review - Desktop © 2012 HRTMS, Inc. All Rights Reserved

Annual Review - Competencies © 2012 HRTMS, Inc. All Rights Reserved

Annual Review – Overall Performance © 2012 HRTMS, Inc. All Rights Reserved

Annual Review – Quarterly Feedback © 2012 HRTMS, Inc. All Rights Reserved

The Right Tool The online tool previously used was not flexible enough to allow for the necessary functionality. The challenge was finding the right tool and organization to bring this process to life. © 2012 HRTMS, Inc. All Rights Reserved

Steps Taken During Our Search for a New Tool Researched various online performance management systems. Most tools allowed for a standard format of collecting feedback and completing an annual review all at year-end. Multiple feedback providers at various times throughout the year in addition to an Annual Reviewer did not fit most existing systems. © 2012 HRTMS, Inc. All Rights Reserved

The Right Tool Solution HRTMS possessed the talent, functionality, and interest in developing the quarterly feedback process we were in need of. Not a “boxed” program. Developers worked closely with TPC to meet our needs. © 2012 HRTMS, Inc. All Rights Reserved

Implementing The Solution Information sessions for all employees in all location. Videos were developed showing employees how to navigate the tool; videos are shared along with regular update messages and posted to intranet. © 2012 HRTMS, Inc. All Rights Reserved

Implementation Process: Lessons Learned What went well during our implementation? – The in person information sessions prior to rolling out the tool – Videos on how to perform functions within the tool – Getting buy-in across the firm through the planning task force – Getting buy-in from top leadership – Having many people throughout the firm serve as Annual Reviewers Were there things you could have done first to make implementation easier? – More communication – Being prepared for individuals who won’t pay attention to various communications © 2012 HRTMS, Inc. All Rights Reserved

System Benefits Impersonate feature Process is employee driven; very self-service focused Additional functionality Hiding features Concise use of space © 2012 HRTMS, Inc. All Rights Reserved

Results Greater organizational appreciation of the importance of performance management. Due to quarterly feedback, the year-end review is simply that – a review! © 2012 HRTMS, Inc. All Rights Reserved

Future Enhancements for True Partners Ratings for quarterly feedback. Self ratings as part of the self-review process. © 2012 HRTMS, Inc. All Rights Reserved

Questions for the Panelists? © 2012 HRTMS, Inc. All Rights Reserved

How to Contact Us Hilary Hosek Don Berman Bill Rost JOBS (5627) © 2012 HRTMS, Inc. All Rights Reserved