1. A Guide to Performance Management Welcome to Workday
the Power of You

2. Our Exelis Commitment to Performance Management Drives Business Results and On-Going Employee Development
Align individual efforts with the organizational, division, business area and departmental goals to maximize results
Focus all employees on performance and development priorities to maximize individual productivity and development
Provide an opportunity for assessment and development of Exelis leadership and functional/technical competencies
Encourage communication and a collaborative review and development of employee results against goals, objectives, outcomes and employee behavior and competencies

3. Transition to
Workday, our official Exelis Human Resources Information System (HRIS), now includes performance management
With Workday
Managers can access employee data and organizational information
Managers and employees will establish performance objectives, set expectations and identify development opportunities
Employees can manage personal data, benefits, performance goals and professional development
Employees will perform a self assessment on how they incorporate leadership competencies in their daily work. They will also have to comment on their strengths and development opportunities.

4. Roles and Responsibilities
Employee
Manager
Initiates PfP
Develops SMART performance and development goals in alignment with company goals
Communicates goals and career aspirations with manager
Assesses own performance and results
Verifies understanding of developmental needs and opportunities
Participates actively in performance management discussions
Remains receptive and requests feedback
Demonstrates responsiveness and timeliness
Shares Exelis goals to ensure employee’s alignment
Provides employee feedback on performance, behavioral competencies and functional/ technical competencies
Coaches, reinforces and motivates
Offers timely and supportive feedback
Remains engaged with employee through the performance period
Provides employee tools and resources to accomplish goals
Shared Responsibility
Commit to established goals
Communicate expectations, changes to goals, challenges/ successes, tools/resources needed
Maintain open and ongoing communication
Remain engaged in development conversations

5. 2014-2015 PfP Process MyHR Workday Meet to Discuss
Employee
Manager
Next Level Manager
MyHR
Workday
Meet to Discuss
Update & Approve 2014 Goals
Establish 2015 Goals & Submit
Approve & Comment on Goal Progress
Review & Approve
Review & Acknowledge
Process Complete

6. Moving Through the Process1 2 3 4 5 6 C
MyHR
Workday
Meet to Discuss
Update & Approve 2014 Goals
Establish 2015 Goals & Submit
Approve & Comment on Goal Progress
Review & Approve
Review & Acknowledge
Process Complete
Employee
Manager
Next Level Manager

7. Employee & Manager Meet to Discuss1 2 3 4 5 6 C
Commit to established goals
Communicate expectations, changes to goals, challenges/ successes, tools/resources needed
Maintain open and ongoing communication
Remain engaged in development conversations

8. Update 2014 Goals in MyHR MyHR Workday 1 2 3 4 5 6 C Meet to Discuss
Update & Approve 2014 Goals
Establish 2015 Goals & Submit
Approve & Comment on Goal Progress
Review & Approve
Review & Acknowledge
Process Complete
Employee
Manager
Next Level Manager

9. Report on 2014 Goals in MyHR https://myhr.exelisinc.com3 4 5 6 C
Select the 2014 Interim Feedback Session
Review & update progress towards your 2014 goals
Click “Submit Feedback”
Click “Interim Feedback Session”
Click “Submit Feedback”

10. Manager Comment and Submit1 2 3 4 5 6 C 1
Add feedback for 2014 employee goals 2
Click “Submit Feedback”

11. Employee Signs Feedback And Begin Workday1 2 3 4 5 6 C
Click “Submit Feedback”
Employee receives and acknowledges feedback in MyHR and MyHR process is complete. ! !
Transition to Workday

12. MyHR Complete –> Transition to Workday
New System, Same Process 1 2 3 4 5 6 C
MyHR
Workday
Meet to Discuss
Update & Approve 2014 Goals
Establish 2015 Goals & Submit
Approve & Comment on Goal Progress
Review & Approve
Review & Acknowledge
Process Complete
Employee
Manager
Next Level Manager

13. Complete Career Profile https://wd5.myworkday.com/exelisinc/login.flex!
You MUST use Google Chrome or IE 10(or higher) to log in. 1 2 3 4 5 6 C
Click on your Name in the top right corner and select View Profile
Complete your Career Profile either by:
Importing from LinkedIn
Entering your job history, education, and skills on the Careers tab
Click “View Profile”

14. Launch 2015 PfP in Workday 1 3 2 4 1 2 3 4 5 6 C Inbox Notification
Click “Launch”
Click “Self Evaluation” Notification 4
Click “Go to Guided Editor”

15. Enter 2015 Goals 1 2 3 4 5 6 C ! 1
Click “+” to add a goal
Fields will adjust and save automatically. 2
Enter your goal here
Click icon for dropdown menu.
Category – performance or development
Supports – align the goal with a company goal from the list
Due Date – completion date of the goal 3
Click “Next” to continue

16. Attach Supporting Documents (Optional – use only if needed)1 2 3 4 5 6 C 1
Click “+” to add an attachment 2
Click here to upload attachment 3
Click “Next” to continue
DO NOT ATTACH CLASSIFIED, COMPANY CONFIDENTIAL DATA, COMPENSATION DATA OR ANY ITAR CONTROLLED DOCUMENTS IN YOUR PFP

17. Evaluate Competencies1 2 3 4 5 6 C 1
Click item to edit 2
Select skill level for each 3
Click “Next” to continue

18. Assess Strengths and Development Opportunities1 2 3 4 5 6 C 1
Click item to edit 2
Enter evaluation 3
Click “Next” to continue

19. Overall Evaluation 1 2 3 1 2 3 4 5 6 C Click item to edit
Enter evaluation 3
Click “Next” to continue

20. Summary
Go back to a particular section by clicking “Guide Me” 1 2 3 4 5 6 C
When your PfP is complete, click Submit to send it to your manager

21. Manager Approval and Comment1 2 3 4 5 6 C
MyHR
Workday
Meet to Discuss
Update & Approve 2014 Goals
Establish 2015 Goals & Submit
Approve & Comment on Goal Progress
Review & Approve
Review & Acknowledge
Process Complete
Employee
Manager
Next Level Manager

22. Inbox Notification & Launch - Manager1
Inbox Notification 1 2 3 4 5 6 C 2
Click “Manager Evaluation” Notification 3
Click “Launch” 4
Click “Go to Guided Editor”

23. Add Comments to Employee Goals – Manager (Optional)1 2 3 4 5 6 C 1
Click icon to edit 2
Enter Comments 3
Click “Next” to continue

24. Evaluate Competencies - Manager1 2 3 4 5 6 C 2
Click icon for dropdown 1
Click a competency 3
Select an assessment for each Competency 4
Click “Next” to continue

25. Strengths and Development Opportunities - Manager1 2 3 4 5 6 C 1
Click icon to edit 2
Enter Comments 3
Click “Next” to continue

26. Overall Comments - Manager1 2 3 4 5 6 C 1
Click icon to edit 2
Enter Comments 3
Click “Next” to continue

27. Summary and Submit - Manager1 2 3 4 5 6 C !
Comments in this section will not display in the PfP final print out.  Manager and Next Level Manager comments are not visible to the Employee.
Click “Submit”

28. 2nd Level Manager Approval and Comment1 2 3 4 5 6 C
MyHR
Workday
Meet to Discuss
Update & Approve 2014 Goals
Establish 2015 Goals & Submit
Approve & Comment on Goal Progress
Review & Approve
Review & Acknowledge
Process Complete
Employee
Manager
Next Level Manager

29. Review Employee Evaluation - Next Level Manager1
Inbox Notification 1 2 3 4 5 6 C 3
Review employee evaluation 2
Click “Manager Evaluation” Notification 4
Click “Approve”

30. Employee Receives and Acknowledges Review1 2 3 4 5 6 C
MyHR
Workday
Meet to Discuss
Update & Approve 2014 Goals
Establish 2015 Goals & Submit
Approve & Comment on Goal Progress
Review & Approve
Review & Acknowledge
Process Complete
Employee
Manager
Next Level Manager

31. Employee Acknowledges Review1 2 3 4 5 6 C 1
Click inbox notification 2
Click icon & acknowledge 3
Click “Submit”
Process Complete

32. Creating Goals | Competency Evaluation | Performance Discussion
Appendix
Creating Goals | Competency Evaluation | Performance Discussion

33. How to Create “SMART” Goals
Specific
What specifically will I do?
Example:
Identify and plan a process improvement initiative in your department that will achieve reduced cost and increase quality by the end of first quarter.
Measurable
How can I measure success or know that I have reached my goal?
Examples of measurable items:
Revenue/Margin/Market Share/Growth/Budget/Operating Income
Quality Standards/Attendance Rate/How Many (Percentage/Frequency)
Customer Satisfaction/Employee Survey Results/Benchmark Standards
Margin of Errors/Acceptable Rates of Mistakes
Aligned
Is the goal aligned to my department, business area, division goals?
All customer complaints must be responded and resolved within 24 hours in order to improve customer satisfaction within our division.
Results Oriented
What’s the impact? Will it deliver results to enhance business or development?
Examples of things that are Results Orientated:
Consistent with Functional Specialty and Company Business Direction
Challenging to Motivated Employees Career Development Objectives
Time Bound
What’s the due date? Be specific on exact date.
Identify and plan a process improvement initiative in your department that will achieve reduced cost and increase quality by March 28, 2015.
You Can’t Improve What You Don’t Measure!

34. Creating 2015 Goals There are two types of goals for 2015: Performance
What do I have to accomplish to get my job done?
What do I have to do to be successful in my job in 2015?
Recommend 2-3 goals
Development
How can I develop (knowledge, skills, abilities, leadership behaviors) to grow in my current role or future role?
Recommend 1-2 goals

35. Sample Performance Goals
Reduce the cost of the X by 10% by July 28, 2015 in support of division requirement to create more affordable solutions
Ship 25 tested, qualified systems to Air Force by September 25, to satisfy contract requirements
Achieve 20% material productivity gains in both direct and indirect supply chains through business intelligence, e-buying channels and corporate sourcing capabilities by June 25, 2015 to organizational supply chain goals
Lead Program X and deliver 300 systems by November 28, 2015 to the Navy as specified in contract
Capture new business development opportunity of $xxM as committed in Q2 forecast

36. Learning Formula = Learn + Apply
Development Goals
Learning Formula = Learn + Apply
We learn by doing
Focus your development goal around what you can do to develop
Examples:
Added responsibilities
Exposure to portfolio of products
Projects and/or task forces
Learning something new and taking responsibility to apply it to a project
Scale (size) jump
Scope (complexity) change
Stretch Assignment

37. Complete Self Evaluation of Exelis Behavioral Competencies
Review each behavioral competency description in PfP
Select your skill level for each competency
Developing
Proficient
Excels
Write concrete examples to support your self assessment in the Strengths and Development Opportunities section
Check bullets

38. “Developing” Assessment on Exelis Competencies
Everyone has an opportunity for continued growth and development in one of the competencies and associated behaviors
Developing rating is expected for employees that are
New in role – less than one year
Taking on expanded responsibilities in scope or scale
Learning new technologies
Dealing with complex problems
Creating a rich development goal is essential to advancing ourselves and Exelis
Check bullets

39. Checklist to Prepare for Performance Discussion
Collect specific examples of performance and behavior (completed projects, external/internal customer input, peer input, missed deadlines, specific behaviors)
Note key accomplishments, additional responsibilities, and areas for improvement
Ask questions, listen and provide clarification
Follow up on agreed upon goals as performance/behavior is demonstrated

40. Engaging in the Performance Discussion
Work toward common goals
Set clear expectations
Give and receive regular feedback
Ask for guidance
Acknowledge good performance and desired behaviors
Respect and plan the time for employee/manager discussions
Work constructively toward understanding and agreement

41. Questions and Answers ?