A Performance Management System Introducing A Performance Management System This session is designed to introduce you to a new electronic performance management system. This new system will be introduced throughout the Hopkins enterprise – university and health system.

Agenda After today’s presentation you will be able to: Explain the goal for performance management Describe how myPerformance supports performance management Discuss benefits and outcomes Describe the three-year rollout The agenda is: (read)

The Talent Management Process 4/21/2017 The Talent Management Process

Performance Management Goal 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. People Technology Process Technology bridges the gap between People and Process.

Two-Pronged Approach Design & Implementation 4/21/2017 Two-Pronged Approach Design & Implementation Focus on defining the new process and competencies Create the tools, content, and training Planning the logistics for implementing the new program Change Management & Communication Focus on getting leader engagement and buy-in Creating the plan to ensure that changes are seamless at all levels in the organization Develop communications & training

Evaluating and Improving Pilot Launch Training Rollout 4/21/2017 Multi-Year Timeline FY2013 2/2014 6/2014 Varies by Institution Implementation Evaluating and Improving Pilot Launch Training Rollout System Configuration

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 (Read)

What Performance Management Does for You… 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

JH Gallup Questions Relating to Performance Management Scale: 1 (Strongly Disagree) to 5 (Strongly Agree) 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

“Cascading” Goals and Objectives Results reflect the mission, vision, and goals of the university Department Results Work Unit Results Individual Results

Performance Management Process Annual Department/Unit Goals and Expectations First Meeting Mutually Set Performance Goals and Expectations Identify Competencies Establish Development Plan Checkpoint Meeting (1 or more) Provide Feedback Develop Annual Review Evaluate Overall Performance Reward and Recognize Performance Improvement

Goals vs. Major Responsibilities What the employee is going to accomplish as defined by manager and employee together, in addition to meeting job description responsibilities Aligned with the organization’s or department’s priorities Major Responsibilities The essential job duties Without these, the nature of the job would be severely impacted

4/21/2017 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.

Core Values JHU Mission/Service Excellence Managing Change 4/21/2017 Core Values JHU Mission/Service Excellence Managing Change Innovation and Problem Solving Equity, Civility, and Respect Relationships and Teaming

Johns Hopkins Enterprise Leadership Competencies Establishing Relationships Developing Talent Inspiring and Motivating Others Demonstrating Emotional Intelligence Acting with Integrity Acting Strategically Managing Risk Navigating Organizations Communicating Effectively Promoting Diversity and Inclusion Setting a Strategic Vision Holding Self and Others Accountable

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

SuccessFactors SuccessFactors is a division of SAP It provides the software that powers myPerformance (Read)

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

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

Indicators of Overall Effectiveness of myPerformance 4/21/2017 Indicators of Overall Effectiveness of myPerformance Number of individuals evaluated Distribution of performance ratings Quality of information Quality of performance discussion meetings System satisfaction Cost/benefit ratio Unit-level and organization-level performance

What can myPerformance do for Hopkins? 4/21/2017 What can myPerformance do for Hopkins? Simplify the performance management process with 24/7 internet access Provide on-demand access to key information Provide a real-time view of status, including complete, missing, and overdue actions Improve HR reporting across the department Strengthen performance management Emphasize accountability at all levels for achieving results Make it easier to monitor the entire process; allow leaders to track process Offer clear distinctions between various levels of performance Improve performance management consistency Improve employee engagement

What Training Will Be Provided? A variety of training and resources are available to help employees and supervisors: Instructor-led training Provides an overview of the performance management process Discusses goals, major responsibilities, development goals, competencies, and feedback Reviews manager and employee responsibilities in the performance management process Introduces you to how to use and access the system (Read)

What Training Will be Provided? Plus: Quick Reference Guides that offer step-by-step instructions FastFacts sessions that can be taken at your desk E-learning modules Show Me Demonstrations Website with resources that can be accessed 24/7 Super Users (Read)

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: fastfacts@jhu.edu 24

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! 25