Performance Management Employee Guide Edit 'footer' to get presentation title here Performance Management Employee Guide

Performance Management Edit 'footer' to get presentation title here The system will aim to: Engage both employee and manager in the process by providing constant access to reviews, agreed goals and targets, journal entries and issuing timely review reminders. Provide clarity on objectives, expectations and priorities. Provide a flexible platform where priorities and goals can be changed to reflect changing business needs. Significantly reduce time spent on performance appraisals. Instil company culture in new employees. Identify skill or competency gaps and training needs. Encourage and motivate employees to realise and achieve their maximum potential. Identify high achievers

Edit 'footer' to get presentation title here This Performance Management System is designed to measure performance based on: Core Competencies: These reflect Dandara’s culture and work ethics. We expect all of our employees to demonstrate these attributes. Role Specific Competencies: These are used to measure competence in a specific function. Goals: Both company and individual business goals are incorporated. Setting and achieving goals is essential. Developmental plan: identify skill or competency gaps and set developmental goals for your employees

Using the System Edit 'footer' to get presentation title here The system encourages both employee and manager to complete periodic reviews in their own time online. They can then hold a face to face meeting to discuss performance and plan the coming review period. For periodic reviews, reminder emails will be sent to both parties and they may commence the review at any time. For probationary reviews the new employee should be introduced to the system as part of their induction. This provides the opportunity to explain our company’s core competencies and set goals and actions for the employee. Remember a goal can be as simple as familiarising one self with all relevant company procedures and documentation.

Manage Your information Edit 'footer' to get presentation title here When you first log into the system you will need to click on the ‘Manage reviews’ tab which will bring you to a page displaying your own information. 5

Getting Started Edit 'footer' to get presentation title here The Manage Reviews page is where you will spend almost all of your time when logged into the performance management system. You will complete reviews, manage goals, and journal entries from the this section. You will also be able to view past reviews that were completed within the performance management system at any time.

Creating and Viewing Journal Entries Edit 'footer' to get presentation title here The journal entries tool allows you to leave comments/notes on anything you feel is relevant to your performance or development at any time throughout the year. It is meant to be used as a reference tool, so you can track events throughout the year, rather than trying to remember everything during your review. You will be able to attach documents to the journal entries as well such as past reviews, emails with feedback from colleagues, training documentation, disciplinary documentation etc. Continued 7

To create or view a journal click go to the Create/View Journal Entries page. On the next page you will see a list of all journal entries you have left in the past. You can view those journal entries and update them as well. To create a new journal entry click on the Create a New Journal Entry link. Edit 'footer' to get presentation title here 8

Manage Goals Edit 'footer' to get presentation title here The Manage Goals page is where you will be able to view the goals which have been agreed by you and your line management. We have categorised goals under Company, Finance, Process, People and Customer. Company goals cascade automatically into each review. It is important that we understand our company goals and how we can each help the company to achieve them. The goals will have weightings assigned ranging from 0 to 100%. Some may be more important than others or a particular company goal may be less relevant to some employees. The sum of all goals should equal 100%. To view the actions associated with each goal click on the ‘View’ tab next to the relevant goal. 9

Edit 'footer' to get presentation title here Manage Goals 10

Create or Complete a Review Edit 'footer' to get presentation title here To complete a self review, click on the Create or Complete a Review link. Next, select the correct review period for which you are doing the review and click Continue. On the next page select the correct template from the drop down menu and click Continue. Continued 11

After selecting your review period and template look over the information you have selected to make sure everything is correct and then click Continue to start the review. Once you have started the review you will begin by rating and leaving comments on the competencies in the template. Edit 'footer' to get presentation title here 12

After rating and leaving comments on the competencies on section 1 click Continue to save your progress on the review and move on to the next section. At any point during the review you can click Save Only or Save and Exit to save your progress and get out of the review. After finishing section 1 you will move on to section 2 called Review of Progress in Meeting Goals. Here you will rate and leave comments on the current periods goals that were entered into the Manage Goals section for you. Edit 'footer' to get presentation title here 13

After rating and leaving comments on the current year’s goals on section 2 and clicking Continue you will go to section 3 called “Performance Plan for Upcoming Review Period – List of Goals”. This section gives you the opportunity to add your desired performance goals for the next review period. Edit 'footer' to get presentation title here 14

Once you are done with section 3 and move on to section 4, which is your development section. Here you can consider and map your desired development plan for the upcoming review period. Moving on to the next section you are given the opportunity to give feedback on various aspects of your employment and to answer questions that will help your management to better understand your career development wishes.. After entering your overall comments and clicking Continue you will be able to save the review to be discussed at your face to face meeting with your Manager. Edit 'footer' to get presentation title here 15

After discussing both your self review and your manager’s review at a face to face meeting there will almost invariably be changes to ratings and goals. Once the review is complete it will be digitally signed by your line management before being presented to you for digital signature. If you report to more than one manager then all relevant managers will be asked to sign in order. Once management has signed, You will be requested to digitally sign the review in order to complete it. To do this you will click the ‘Manage Signatures’ link In your home page. On the next page you will see an open box next to your name. Type in your name and click the Sign button. After all relevant managers and the employee have digitally signed, the review is complete and can be viewed at any time in PDF format. If for any reason a review is to be modified or deleted the system administrator can assist. Edit 'footer' to get presentation title here 16

Good Luck with using the system Good Luck with using the system. If you need any help at all simply contact the HR department. Edit 'footer' to get presentation title here