1. Getting Started with eTools
April 22, 2017
Getting Started with eTools

2. Agenda Introduction Getting Started Working with the Employee Profile
Entering Information
Manager Transfer/Personal Information Change Request
Using Notes
Working with Goals
Entering Business and Development Goals
Aligning Business Goals
Updating Business and Development Goals
Monitoring Goals (for managers)
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3. April 22, 2017
Introduction
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4. eTools for Performance Matters
The Performance Matters Process is a standard company-wide approach to performance management that reinforces our goals of attaining operational excellence and professional development. eTools is aligned with the performance matters process to ensure that managers and employees have the tools they need to have continuous and valuable performance discussions.
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5. Performance Matters Process
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6. Getting Started
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7. Getting Started
eTools is a completely secure online system provides a central location to manage performance management activities.
The NEW eTools system is available 24/ 7.
To access the system:
Go to
Enter your TycoLMS User ID and Password
Forgot your Username/Password? Click the link on screen and answer the security question, your Username/Password will be ed to you.
New Employee? Don’t have a TycoLMS account? Click the Register Now button on the eTools homepage and follow the onscreen instructions.
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8. Home Tab
To-Dos List centralizes all tasks to be completed by the employee or manager. Tasks are organized by performance process and date.
Menu tabs list all the modules available to the manager and employee.
The Portals display information on the right side of the Home tab, including HR notices, a Directory Search, and links to performance goals on the Goal Plan. 2 1 3
Before we get started setting goals, let’s quickly review the eTools tabs in order of appearance.
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9. Goals Tab
The heart of performance goal management is the Goal Plan, located on the Goals tab. The Goal Plan is an online worksheet that records performance goals in one central place and is used to track progress on them throughout the year.
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10. Performance Tab
The Performance tab organizes all performance forms for you and your team. Forms requiring your input arrive in your Inbox.
Folders include:
All Forms
Inbox (shown)
En Route
Completed
Form Status
All actions from goal setting to year-end assessment can be completed directly in the performance form. The quickest way to get started in eTools is through the Performance tab. 1 2 3 4 5
Note: You can view a performance form at any stage throughout the process. If you don’t see it immediately in your Performance tab Inbox, look through the other folders to locate the form.
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11. Development Tab
Employee growth and development is critical to success in achieving goals. Development planning provides you and your manager with a work area to outline development opportunities to advance your career growth, and track progress along the way.
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12. April 22, 2017
My Organization
The My Organization tab provides access to an interactive organizational chart and a corporate directory as well as resources.
Tools include:
Org Chart: Use to drill up and down to view your team’s organization.
Directory: Search for employee contact information.
Resources: View additional information about the system.
Note: You can search on any active eTools user and view their organizational hierarchy and their contact information.
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13. April 22, 2017
Employee Files
The My Employee File (for employees) / Employee Files (for managers) tab stores work related information about employees.
Tools include:
Profile: Stores your business information.
Scorecard: Summary profile reporting view.
Notes: Track progress on events and activities.
History: Provides links to completed performance forms.
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14. Reports Tab (for Managers)
The Reports tab enables managers to utilize Dashboards that provide graphical views of summary-level information about the team, business unit, and location. Dashboards are designed to follow a particular process or time period.
Tools include:
Dashboards
Analytics
Performance-Potential Matrix
Results-Behaviors Matrix 1 2 3 4
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15. demo
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16. Working with the Employee profile
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Working with the Employee profile
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17. Employee Files/My Employee File Tab
The Employee Files (for managers) / My Employee File (for employees) tab stores your profile, which is like an “online resume.” Managers can also access their employees’ profiles, using the Employee Files tab.
Tools include:
Profile
Scorecard
Notes
History 1 2 3 4
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18. Employee Profile
The Employee Profile acts as an internal resume and helps your manager prepare for your Best Next Move and collaborative discussions.
The first thing you should do when you logon to eTools is review your employee profile information and make any updates.  
Employees are responsible for the accuracy of all information on this form. It should be updated annually by the employee as part of the Performance Matters process.
Note: The information in the Personal Information and Logistics section of the profile are updated through an HRIS datafeed. To change this information, submit a Personal Information Change Request. Manager relationship can be updated manually, the NEW manager must approve the transfer.
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19. Employee Profile Sections
Personal Information
Logistics
Tyco Work Experience
Special Internal Assignments/Projects
Other Work Experience
Formal Education
Training Courses/Workshop/Seminars
Certifications/Licenses
Honors/Awards/Patents/Recognition
Language Skills
Functional Experience
Leadership Experience
Geographic Mobility
Professional Memberships
Community Involvement
Supporting Documents (if any)
Previous Assessments
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20. Entering Information into Your Profile
To update your profile:
Navigate to a profile section. Click on the arrow to expand the section to view.
Click the Add link, beside section title. A new record is added to the profile section.
Click in a field to enter details directly within the record. Complete all the relevant fields using the drop-down menus and text fields listed in each record.
To remove a record, if needed, click the Trash icon.
Click Save to add the record to the profile. 5 2 4 3 1
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21. 4/22/2017 7:22 AM
Scorecard
Scorecard provides an overview of your contact information, organizational profile, and experience snapshot.
Managers are able to view additional performance information for their teams.
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22. Notes
Create notes to track progress or another employee’s progress on goals or document particular events during the course of the year.
Notes may be kept private or shared with another employee as a reminder of activity.
Access notes that you have written or notes sent by others on the Notes section of the My Employee File/Employee Files tab.
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23. Using Notes 7 1 2 3 4 5 6 To add a note: Click Add New Note.
Enter subject’s name in About whom? field
Enter name in Send note to field, to send note to another person (e.g., the employee or yourself).
Enter Subject of note.
Enter notes, reminders and/or feedback in Message field.
Click Save. Note is added to Notes section.
To edit a note, click edit icon. To delete a note, click trash. 7 1 2 3 4 5 6
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24. History
History provides a historical view of the employee’s performance documents, organized by year.
Click on a link to view the completed document.
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25. April 22, 2017
Manager Transfer
Select the Take Action menu and select Transfer Manager from the drop down menu.
Enter the name of the new manager.
Enter notes to be included in the transfer notification.
Select Send to Next Step to send the form to the new manager for approval.
Click OK to confirm the transfer request. 1 2 3 4
Note: Your NEW manager will receive an notification to approve the transfer in the eTools system. Your NEW manager MUST go into the system and approve the transfer before the change is visible.
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26. Personal Information Change Request Form
If you need to change your Personal Information or Logistics, you will need to submit a Personal Information Change Request.
Click the Create a New Form link. This will open the Performance tab.
Click the Create New Form button, and click the Personal Information Change Request Link.
Enter the new information into the form.
Your request will be sent to your local HR representative to review and confirm the information. Once validated, the changes will be submitted to the HRIS system and will be updated in eTools.
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27. demo
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28. Working with Goals
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29. What is Goal Management?
Goal management is a method of aligning the work of individuals, business units, and locations with our vision and strategies.
Goal management is made up of Goal Setting and Goal Measurement that help us to ensure we make steady progress toward our strategies and alert us when we are off track.
Completing goals and achieving results are key components in compensation, development, and rewards for individuals and teams.
Organization Vision and Strategies
Department and Business Unit Goals
Individual, Team, and Group Goals
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30. Why Implement Goal Management?
Goal management provides a single system for everyone’s goals.
Provides managers and employees a work area to plan, outline, define, and assemble goals into an actionable plan.
Electronically facilitates the goal planning, alignment, and management processes.
Provides visibility to an entire management chain with the click of a few buttons.
Increases visibility into what people are working on and ensures we are working on the right things.
Tracks progress against our Goal Plans so that we, as individuals and the organization, ultimately achieve success.
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31. Employee’s Role in Goal Management
The employee collaborates with the manager to update status, add tasks, and review aligned goals on the Goal Plan.
The employee creates goals aligned to his/her current job and future career goals.
The employee focuses current job performance to achieve business goals and pursues professional development goals.
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32. Manager’s Role in Goal Management
The manager works collaboratively with the employee to identify the employee’s business goals for the review period.
The manager ensures the employee’s goals align to achieve role, team, and corporate goals.
The manager approves goals and actively monitors the status of the employee’s goals, to ensure effective communication of progress up and down the organization.
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33. Performance Form Goal Setting
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Performance Form Goal Setting
The Performance Form form provides the employee and manager with an online form to identify goals and track progress on the employee’ business and professional development goals.
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34. April 22, 2017
Goals Tab
Employees use Goals to update and maintain progress on goals throughout the year.
Managers use Goals to align the employee’s goals to larger objectives.
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35. Entering Performance and development goals
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Entering Performance and development goals
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36. Managing Performance Tasks on the To-Dos List
The To-Dos portal centralizes all performance tasks in the system.
Tasks may be grouped by the performance process or listed by the due date for the performance step.
Tasks requiring actions are active links that take you to the requested form to complete the task.
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37. Form Basics 1 3 2 4 5 Key features of Performance Review forms:
Form Tools include Spell Check, Legal Scan, Print, Save.
Form Route Map identifies the process step the form is in.
Form Controls move the form through the review process.
Form Sections link to each section of the form.
Section Details provide fields for completing the form. 1 3 2 4 5
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38. Form Tools
Use View Options to change how you view the form on the page: view the full form, the form one section at a time, or one item at a time in an individual section.
Create calendar reminders.
Work offline
Print the form.
Save your work.
Spell check comments.
View Notes about performance and activities.
Use Legal Scan to check comments for inappropriate words.
Use Print Preview to view form prior to printing.
Use Form History to view previous Performance Review forms.
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39. Form Route Map and Controls
The Form Route Map highlights the current step a form is in as well as the available actions that can be taken on a form by an employee or manager.
When work on the form is complete, the form is sent to the next step.
When work on the form is complete, the form is sent to the next step.
Send the form to another employee for input.
Send the form to the employee for input.
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40. demo
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41. Building SMART Goals Specific Measurable A SMART goal is: Attainable
Goals should be straightforward and emphasize the result(s) that you would like to achieve.
Measurable
Establish concrete criteria for measuring progress toward the attainment of each goal that you set.
Attainable
Goals must be within your capacity to reach. You cannot commit to accomplishing goals that are too far out of your reach, or unreasonable.
Relevant
Make sure each goal is consistent with other goals you have established and fits with your immediate and long-range plans.
Time Bound
Setting an end point on your goal gives you a clear target to work towards.
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42. Building SMART Goals: Specific
Address the following questions:
What am I going to do?
Why is this important?
Who is involved?
How am I going to accomplish this?
Focus on what is most important
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43. Building SMART Goals: Measurable
M = Measurable
If you can’t measure it, you can’t manage it…
Think of measures that encourage and motivate
Address the following questions
How will I know when change has occurred?
Can these measurements be obtained?
Role of key performance indicators (KPI)’s
What key measures are you responsible for achieving?
Can your KPI’s be measured routinely?
Can you directly impact your KPI’s? 43
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44. Building SMART Goals: Attainable
A = Attainable
Address the following questions:
Can I get this done in the proposed timeframe?
Do I understand the limitations and constraints?
Has anyone else done this successfully?
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45. Building SMART Goals: Relevant
R = Relevant
Goals must be aligned with the company’s goals and priorities
Irrelevant goals waste time and energy
Address the following questions:
Is the goal aligned with a goal that aligns from my manager?
Does this goal pertain to the job that I expect to perform during the period?
Does this goal pertain to a competency I am to develop?
How does this goal fit with other goals I am working toward?
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46. Building SMART Goals: Time Bound
T = Time Bound
Agreed time frames create a natural urgency and prompt action
Address the following questions:
When will this goal be accomplished?
Is there a stated deadline based on resource availability?
Does completion affect attainment of other goals?
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47. Building SMART Goals
Is this goal SMART?
Specific
Measurable
Attainable
Relevant
Time Bound
“Try to improve our customer retention as quickly as possible.”
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48. Building SMART Goals
Example of a Goal that IS SMART:
Specific
Measurable
Attainable
Relevant
Time Bound
“Implement a customer retention program to increase retention rates by 10% by year end. Launch Program by July and work with your peers and manager to gather input on our processes and protocol to support the program.”
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49. Creating Performance Goals
There are several ways to create goals. Goals can be set directly in the performance form.
Click Create a New Goal to write a goal with custom content or select a goal with predefined content from the Goal Library.
Click Goal Wizard for a step by step assistance on creating a goal. 2 1 49
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50. Write a Performance Goal with Custom Metrics
To write a Performance Goal with custom metrics:
Click Create a New Goal (a new window opens).
Click Personal Goal. The Add Goal window opens (next slide). 1 2
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51. Write a Performance Goal with Custom Metrics
When Individual Performance Goal is clicked, the Add Goal window opens. Complete these fields:
Visibility: By default, goals are Private viewable only by you, your manager, and managers above. Change the visibility to Public to make the goal viewable by everyone in the company.
Goal Name: Identify the goal.
Goal Description: Enter details that clarify the goal and your role in achieving the goal.
Expected Results: Enter a quantifiable measurement for achieving results. List action steps and the expected results to ensure the goal is on track to completion. 1 2 3 4
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52. Write a Performance Goal with Custom Metrics, Cont.
Start/Due Dates: Enter the dates when the goal is to start and be completed by.
Status: Use the drop-down menu to select the current status of the goal. Update on a regular basis.
Tasks: Click Add Tasks to add specific activities and target dates for completing the goal.
Save Changes: Click to save the goal, close the window, and return to the Goal Plan. 5 6 7 8
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53. Functional Library Goal
When Functional Library Goal is clicked, the Select Goal from the Sample window opens. Follow these steps to select a goal from the library:
Use folders to browse functional job areas. Review positions listed and related goals.
Use check box to select a goal.
Click Add Selected Goal. The Add Goal window opens, pre-populated with suggested content. Edit as needed. 1 2 3
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54. Goal Wizard
The Goal Wizard helps you write SMART objectives by constructing them based upon your inputs:
Click Goal Wizard on the form toolbar. A new window opens.
Enter action or subject key words in text box.
Select the objective text that most closely meets your goal. Edit if necessary.
Click Next to continue answering questions and clicking Next to write the objective and add it to the form. 1 2 3 4
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55. April 22, 2017
Goals on Review Form
Employee’s performance goals on the Performance Form are automatically transferred to the team member’s Goal Plan on the goals tab.
Employee and manager use the performance form to review and comment on the team member’s progress on the goals.
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56. demo
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57. April 22, 2017
Development Goals
Employee and manager identify development goals for the employee to work on during the review period.
Employee and manager use the form to track the team member’s progress on professional development goals and comment on results.
To create a development goal, click the Add New Development Goal button.
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58. Adding Development Goals
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Adding Development Goals
Visibility: By default, goals are Private viewable only by you, your manager, and managers above. Change the visibility to Public to make the goal viewable by everyone in the company.
Development Goal: Identify the goal.
Description: Enter details that clarify the goal and your role in achieving the goal.
Competencies: Select competencies development goal will target.
Start/Due Dates: Enter the dates when the goal is to start and be completed by.
Status: Use the drop-down menu to select the current status of the goal. Update on a regular basis.
Save & Close: Click to save the goal, close the window, and return to the Goal Plan. 1 2 3 4 5 6 7
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59. April 22, 2017
Coaching Advisor
Coaching Advisor is a tool you can use when you want to see sample text of development suggestions that addresses a defined development opportunity or encourages an employee strength.
Coaching Advisor lists Lominger competencies to get advice on.
To add comments to the development goal, click the Coaching Advisor link above the description field on the Add Development Goal window. A new window will open.
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60. April 22, 2017
Coaching Advisor
Use the Select Competency Set drop-down menu to select a role.
Select a competency title link to view suggested actions for improvement.
Select a behavior from the listing of employee attributes related to the competency.
Review the suggested actions for manager and employee related to the behavior.
Click Place Text to insert the text in the goal. Multiple statements can be added to each field. 1 2 3 4 5
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61. April 22, 2017
Learning Activities
Learning activities represent the actions the employee will take to achieve the development goal.
Enter Learning Activities to support development goals by clicking Add New Learning Activity.
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62. Add New Learning Activity: Custom Learning Activity
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Add New Learning Activity: Custom Learning Activity
To add a custom activity to the development goal:
Click Add Learning Activity and select Custom Learning Activity.
Edit the name and description of the activity.
Enter the General Info for the activity.
Enter Additional details as needed.
Enter Process information related to the activity.
Click Save. 5 2 3 4 1 6
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63. Add New Learning Activity: Find in Catalog
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Add New Learning Activity: Find in Catalog
To add an eLearning course from the TycoLMS to the development goal:
Click Add Learning Activity and select Find in catalog. The TycoLMS Course Catalog opens in a new window.
If a Lominger competency is selected for the development goal, the catalog will display SkillSoft courses mapped to that competency. If none is selected, the catalog will display all SkillSoft courses.
Click Add next to the desired course to add it as a learning activity to your development goal.
NOTE to SF: This functionality will be available for launch. I do not think it will be ready for the train-the-trainer sessions.
Note: Click the course name to view a description. Click Advanced Search to select which SkillSoft courses to display.
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64. Completing Goal Setting
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Completing Goal Setting
Once satisfied with all performance and development goals, send to manager for review and approval.
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65. April 22, 2017
Manager Goal Approval
Manager reviews, adds and updates employee’s performance and development goals.
Manager approves goals to be included in the review process.
During the review process, the manager uses the form to update the status of goals, rate performance, and comment on achievements.
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66. April 22, 2017
Manager Get Feedback
You may request feedback from an employee’s dotted-line or previous manager.
To find an individual to provide feedback:
Use the drop-down menus and text boxes to enter search criteria.
Click Search Users.
Use the radio button to select an individual.
Click Select & Continue.
The form is sent to the individual for review. Once the form has been reviewed, it is returned to manager’s Inbox. 1 2 3 4
NOTE: Feedback entered WILL be viewable to the employee. If you wish to get feedback that the employee cannot see, use the Notes feature.
NOTE: Feedback at Manager Goal Approval is obtained via comments in the notification feature. It does not appear on the performance form.
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67. Manager Approves Goals
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Manager Approves Goals
Review all performance and development goals.
Send form to Mid-Year Assessment.
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68. demo
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69. aligning Performance Goals
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aligning Performance Goals
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70. Aligning Goals Organization Vision and Strategies Align
Goals can be aligned by aligning them from higher levels down to direct reports.
Aligning a goal means copying one of the manager’s goals to another person, such as a direct report within the Employee Hierarchy.
Once a goal is aligned, managers and employees have line of sight into progress toward goal completion.
Organization Vision and Strategies
Align
Individual, Team, and Group Goals
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71. Aligning Goals 2 3 1 4 Align goals from the Goals tab.
To align a goal:
Select a goal by clicking its check box.
Click Align Selected. A new window opens.
Select the goal recipient(s) using the check box(es).
Click Next. 2 3 1 4
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72. Aligning Goals, Cont.
The Edit Goal window opens. Edit goal details for the recipient.
Click Align to add the goal to the recipient’s Goal Plan. 5 6
NOTE: Edits made to the aligned goal will not change the original goal.
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73. Displaying Aligned Goals
To view which goals have been aligned on the Goal Plan:
Click Aligned Up and Aligned Down in Display Options.
Click Update.
The plan visually displays aligned goals using
Click on the goal’s title to open the Detail View of Goal window. View goal’s align information, including who created the goal. 2 1 4 3
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74. April 22, 2017
Linking Goals
Link goals to another team member’s goal within your hierarchy, to track progress on goals that are interdependent. To link a goal:
Click goal’s Link icon.
Use the radio button to select the team member who has the goal that will be linked to.
Click Next and select a goal to link to.
Review the link relationship between goals and click Link to link goals. 2 3 1 4
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75. April 22, 2017
Goal Alignment Report
Select an alignment report for an individual goal to view:
The Organizational Alignment.
Status of all aligned goals and
Completion Report. 1 2 3
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76. demo
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77. Updating Performance and development Goals
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Updating Performance and development Goals
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78. Editing Goals 1 2 3 4 Edit goals from the Goal Plan on the Goals tab.
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Editing Goals
Edit goals from the Goal Plan on the Goals tab.
To edit and update goals throughout the year:
Click a goal’s Edit icon. The Edit Goal window opens.
Use the Status menu to update goal’s status (e.g., In process).
Click Add Tasks to add steps to achieve the goal.
Click Save Changes. 1 2 3 4
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79. Deleting Goals 2 3 1 To delete a goal on the Goal Plan:
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Deleting Goals
To delete a goal on the Goal Plan:
Click the check box of the goal to be deleted.
Click Delete Selected. A confirmation window opens.
Click OK to delete the goal. 2 3 1
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80. Goals on the Home Tab
The My Goals portlet provides a visual reminder of and quick access to your goals.
Use the drop-down menu to select a Goal Plan to view.
Click on a goal link to view the goal on the Goal Plan.
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81. Development Plan Features
Update Development Goals from the Development Plan. Features include:
Goal Tool Bar: Use to create and delete development goals.
Employee Hierarchy: Manager uses to review employees’ progress on development goals.
Display Options: Change fields displayed on plan.
Goal Details: Displays goal information including status.
Learning Activities: Lists the activities associated with the goal.
Action Icons: Edit development goals and add a calendar reminder of the goal’s due date to Microsoft Outlook. 1 2 3 4 6 5
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82. Development Goal Detail
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Development Goal Detail
To edit and update goals throughout the year:
Click a goal’s Edit icon. The Edit Goal window opens.
Use the Status menu to update goal’s status (e.g., In process).
Click Save Changes. 1 2 3
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83. Development Plan Learning Activities
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Development Plan Learning Activities
Use People directory and Filter Options to select your direct reports and find their learning activities.
Review/Update the status.
Learning Activities are listed with corresponding Targets.
Select Add New Learning Activity to launch the Add Activity window. 4 1 3 2
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84. Update Learning Activity Detail
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Update Learning Activity Detail
Select the Learning Activity Name to view the Details.
Edit the name and description of the activity.
Determine the status of the activity.
Enter Additional details as needed.
Update Process Information.
Click Save. 1 6 5 2 3 4
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85. demo
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86. Monitoring goals (for managers)
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Monitoring goals (for managers)
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87. Dashboards
eTools provides Dashboards for use by managers throughout the year.
Dashboards provide a summary-level view of information about teams, business units, and the organization.
Filter Options are available to allow managers to focus on just the information they need.
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88. Dashboard Features
View Dashboards: Select a Dashboard from the drop-down menu. Dashboards change during year as new processes start.
Filter Options: Filter data to show levels of the organization, processes, and select the audience.
Date Options: Select date range to be displayed in the charts. 2 3 1
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89. Dashboard Features, Cont.
Update: Click to refresh data displayed in the charts. The Last Updated date and time will change. You should update data each time you visit the Dashboard.
Filter Summary: Displays a summary of the selected filters, for reference.
Drill Down Into Details: Dashboards are interactive. Click on a chart segment, underlined text, or chart label to view the data that makes up the chart in a report format. 4 5 6
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90. Filtering Dashboards
Filter Options allows managers to filter Dashboards and report results by team, division, department, location, function, etc.
Filter results display data based upon options chosen.
Filtering the analysis enables managers to spot trends and exceptions within the data.
NOTE: Your selections are summarized in the Filter Summary area.
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91. Using Filters 1 2 3 4 5 6 To use filters:
Click + to expand Filter and Date Options.
Select reporting structure to report on using Show criterion.
Use the Process drop-down menu to select a process to report on.
Use View filters to segment areas of the organization.
Select Start and End Dates for the report.
Click Update. 1 2 3 4 5 6
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92. Interacting with the Dashboard
Dashboards are interactive, enabling managers to drill down to view the data that makes up the Dashboard charts.
Clicking on a chart display or chart segment reveals the underlying data organized by team, form, or other critical process.
Reports enable managers to take action, by ing individuals or extracting the data to Microsoft Excel for advanced reporting.
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93. Dashboard Result Report Table
Dashboard Result Report table includes:
Data that makes up the chart segment.
Use Display Options to change the columns displayed on the table.
Click Save Settings to save the table as a report for access later.
Click Export to Excel to download the report table to Microsoft Excel.
Click icon to send an reminder to everyone listed in the column. 2 3 4 5 1
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94. Common Problems When Viewing Dashboards
Charts may display with no data if:
Data is not present for the options selected in the Process menu.
The date range selected in Date Options does not contain data for the time period defined.
Any combination of the above.
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95. demo
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96. Questions? Contact: Contact the eTools Upgrade Project Manager -
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Questions?
Contact:
Contact the eTools Upgrade Project Manager -
Name
Title
Company Name
Phone #
Send an to the eTools Helpdesk -
TRAINERS – Please add your contact info here. To support the launch we are enlisting the help of the local IT helpdesks and LMS Administrators to trouble shoot system access and user account access.
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97. April 22, 2017
Thank you!
April 22, 2017