1. 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.

2. 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)

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

4. 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.

5. 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

6. 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

7. 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)

8. 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

9. 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

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

11. 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

12. 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

13. 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.

14. 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

15. 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

16. 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

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

18. 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

19. 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

20. 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

21. 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

22. 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)

23. 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)

24. 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 us at: 24

25. 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…
Thanks again! 25