1. Slide 1 FastFacts Feature Presentation January 21, 2014 To dial in, use this phone number and participant code… Phone number: 888-651-5908 Participant code: 182500 To participate via VoIP… You must have a sound card You must have headphones or computer speakers © 2012 The Johns Hopkins University. All rights reserved.

2. Slide 2 Today’s Topic We’ll be taking a look at myPerformance – a new tool for managing performance at Johns Hopkins University and Medicine.

3. Slide 3 Today’s Presenter Debbie Sampson Sr. Director, Talent Management and Organization Development Johns Hopkins University

4. Slide 4 Session Segments Presentation Debbie will introduce you to the myPerformance software and process. During Debbie’s presentation, your phone will be muted. Q&A After the presentation, we’ll hold a Q&A session. We’ll open up the phone lines, and you’ll be able to ask questions. Debbie will answer as many of your questions as time allows.

5. Slide 5 Contact Us If you would like to submit a question during the presentation or if you’re having technical difficulties, you can email us at: fastfacts@jhu.edu fastfacts@jhu.edu

6. Slide 6 Survey At the end of this FastFacts session, we’ll ask you to complete a short survey. Your honest comments will help us to enhance and improve future FastFacts sessions.

7. Slide 7 How To View Full Screen Click Here

8. Slide 8 Introducing A Performance Management System

9. Slide 9 Objectives 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

10. Slide 10 The Talent Management Process 10

11. Slide 11 Performance Management Goal Technology bridges the gap between People and Process. 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

12. Slide 12 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 12

13. Slide 13 13 12/2013 2/20146/20146/2015 Multi-Year Timeline System Configuration Pilot Launch Training Rollout Implementation

14. Slide 14 Performance Management 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

15. Slide 15 JH Gallup Questions Relating to Performance Management Q 12 Question Result Q 01 I know what is expected of me at work4.23 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 3.60 Scale: 1 (Strongly Disagree) to 5 (Strongly Agree)

16. Slide 16 “Cascading” Goals and Objectives Department Results Individual Results Work Unit Results Results reflect the mission, vision, and goals of the university

17. Slide 17 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 17

18. Slide 18 Goals vs. Major Responsibilities Goals 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

19. Slide 19 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. 19

20. Slide 20 Core Values 20JHU Mission/Service Excellence Managing Change Innovation and Problem Solving Equity, Civility, and Respect Relationships and Teaming

21. Slide 21 JH 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

22. Slide 22 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

23. Slide 23 SuccessFactors SuccessFactors is a division of SAP It provides the software that powers myPerformance

24. Slide 24 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

25. Slide 25 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

26. Slide 26 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. 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. 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. 26

27. Slide 27 Indicators of Overall Effectiveness 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 27

28. Slide 28 What we Hope to Achieve Simplify the performance management process with Internet access 24/7 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 28

29. Slide 29 What Training Will Be Provided? There will be two phases of training for each area: Employee orientation/overview An overview of the performance management process A discussion of goals, major responsibilities, competencies, and development planning A review of manager and employee responsibilities in the performance management process Review of the myPerformance roll out project and schedule Performance management system training (employees, managers, and supervisors) Introduction to the system and how the system works How to input, manage, and maintain performance plans An opportunity to navigate within the system

30. Slide 30 What Training Will be Provided? Plus: A new employee guidebook and job aids on performance management FastFacts sessions that can be taken at your desk E-learning modules An 800-number Website with resources that can be accessed 24/7

31. Slide 31 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

32. Slide 32 We’re going to open the phone lines now! There will be a slight pause, and then a recorded voice will provide instructions on how to ask questions over this conference call line. We’ll be answering questions in the order that we receive them. We’ll also be answering the questions that were emailed to us during the presentation. If there’s a question that we can’t answer, we’ll do some research after this session, and then email the answer to all participants. Q&A

33. Slide 33 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

34. Slide 34 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/ http://connect.johnshopkins.edu/fastfactssurvey/ Thanks again!