1. Human Resources 1 G-Top Global Workflow Employee View September 2014

2. Human Resources 2 First Time Users Process Steps: No need to login into G-Top: when clicking the link or the URL, you will be directed straight into the system However first time users need to select the language and date format they want to work with

3. Human Resources 3 First Time Users – Select Language At the first time you enter G-Top, you will be asked to select your system preferred language

4. Human Resources 4 First Time Users – User Options In addition, you will be asked to select the preferred date/number formats and currency

5. Human Resources 5 First Time Users – User Preferences You can always change these preferences by clicking the "User Options" link at the top of each page in G-Top

6. Human Resources 6 Employee View Process Steps: After the employee enters G-Top, they can click the "Myself" link The Home page opens, with some explanations on G-Top Employee opens the 2014 plan to enter self evaluation of performance Employee opens the 2015 plan to set goals

7. Human Resources 7 Employee View – Myself After the employee enters G-Top, the "My G-Top" page will open As an employee, you should click the "Myself" link After the employee enters G-Top, the "My G-Top" page will open As an employee, you should click the "Myself" link

8. Human Resources 8 Employee View – General Navigation Navigation pane: Here you can search and look at your own details, navigate between years and reviews, run reports, etc. Data entry and display: This is the main area of work in the system. Its content changes according to the navigation pane and it displays the data to be reviewed or edited Available actions: In this section you can find the action buttons you need to follow in your self evaluation and goal setting stages Status checks box indicates the status of various business rules in the plan: Green icon – a mandatory business rule is satisfied Orange icon – a non-mandatory business rule is not satisfied Red icon – a mandatory business rule is not satisfied NOTE: You cannot move the plan forward unless all mandatory icons are satisfied (green) At the bottom section you can run evaluation reports in a single click. Available actions: In this section you can find the action buttons you need to follow in your self evaluation and goal setting stages Status checks box indicates the status of various business rules in the plan: Green icon – a mandatory business rule is satisfied Orange icon – a non-mandatory business rule is not satisfied Red icon – a mandatory business rule is not satisfied NOTE: You cannot move the plan forward unless all mandatory icons are satisfied (green) At the bottom section you can run evaluation reports in a single click. G-Top pages are divided into three sections: navigation section, data entry & display section, and actions & statuses section

9. Human Resources 9 Employee View – General Navigation The Data entry and display contains of three parts Working area – which changes according to the content of the tab clicked Workflow banner – which displays the lifecycle of the plan. The current stage of the plan is highlighted Tab set – these are the various tabs you can enter in each stage of the plan

10. Human Resources 10 Employee View – General Navigation Opening Tabs: To enter a tab, click in the tab name. The tab opens and its color change Drill Down Icon: Click the drill-down icon to open and display the content of a record Plus Icon: Click the plus icon to create a new record Mandatory Item: Items marked with an asterisk (*) are mandatory Save and Cancel Buttons: every data entry page has Save and Cancel buttons in it. Make sure you save or cancel your work before you navigate away from the page Collapsing the Navigation Pane: In order to have more room for the data entry section, you can hide the navigation pane by clicking the collapsing icon. Clicking it again will restore it back Other navigation information: Help Icon: Click this icon for help: get the support center number, display the quick reference card or run the online tutorials for employees

11. Human Resources 11 Workflow Stages – Overview Beginning of the year: Employee sets the goals for the year Employee enters personal development plan Employee releases the goals to manager for approval Manager can either approve the goals, decline them and send the plan back to employee, or assign an additional reviewer to approve them Middle of the year: Manager can evaluate goals and competencies and enter goal progress status Manager can release the evaluation for the employee to acknowledge End of the year: Employee enters comments on goals and competencies, adds overall self evaluation comments and sends the plan to manager Manager evaluates goals, competencies, strengths & needs, enters overall evaluation and can assign an additional reviewer to approve the evaluations Interim review, if conducted, is available for manager to view The evaluation is acknowledged by the employee, after having the year-end review with manager Beginning of the yearMiddle of the yearEnd of the year

12. Human Resources 12 Employee’s Hierarchy – Organization Tree Gerald Wagner (Manager’s Manager) Marco Tan (Manager) Gina Foster (Employee) Michelle Chan (Matrix Line Manager)

13. Human Resources 13 Evaluation Stage Process Steps: Stage is initiated only by HR Both employee and manager simultaneously evaluate goals, competencies and overall evaluation Until the employee clicks the "Release to Manager" button, the employee self evaluation is not visible to the manager Employee comments on goals and competencies and enters overall self evaluation using non-mandatory free texts only (no ratings for employee) Manager can select 2 nd level manager as an additional reviewer If an additional reviewer has been assigned, he/she can enter the plan, review the manager evaluation and click the "Approve" or "Disapprove" buttons If an additional reviewer has been assigned, the manager cannot move the plan to the next stage unless the "Approve" button was clicked Once the evaluation is approved by the additional reviewer, the manager can move the plan forward to the "Acknowledgment" stage

14. Human Resources 14 Email to Employee – Start of Self Evaluation At the beginning of the evaluation process, an email is sent from the HR Business Partners to the employee, informing them that the self evaluation process has started, and inviting them to enter G-Top and perform it

15. Human Resources 15 Evaluation – Evaluating Goals At this stage the employee can evaluate his/her goals in the Goals tab

16. Human Resources 16 Evaluation – Evaluating Competencies The employee can also evaluate his/her competencies in the Competencies tab

17. Human Resources 17 Evaluation – Reviewing Strengths & Needs The employee can also review his/her strengths and needs as entered by the manager

18. Human Resources 18 Evaluation – Entering Overall Evaluation Comment In addition, the employee can enter an overall self evaluation comment in the Overall Evaluation tab The entire self evaluation is not displayed to the manager until the employee clicks the "Release to Manager" button In addition, the employee can enter an overall self evaluation comment in the Overall Evaluation tab The entire self evaluation is not displayed to the manager until the employee clicks the "Release to Manager" button

19. Human Resources 19 Evaluation – Read Only View After releasing the self evaluation to the manager, the employee can no longer change the evaluations

20. Human Resources 20 Evaluation – Manager View Manager can now see the employee self evaluations

21. Human Resources 21 Email to Employee – Finish Manager Evaluation Once the manager evaluation is finished, an email is sent to the employee, inviting her/him to acknowledge it

22. Human Resources 22 Acknowledgement Stage Process Steps: Initiated by manager who releases the manager evaluation to the employee (will be done only after the evaluation session was conducted) Manager and employee can now see each other’s evaluations Employee can now enter the plan and acknowledge manager evaluation Both manager and employee evaluations are now read only and cannot be changed

23. Human Resources 23 Acknowledgement – Acknowledge Evaluation At this stage the manager has released the evaluation to the employee's acknowledgement. The evaluation is now visible to the employee

24. Human Resources 24 Acknowledgement – Entering Acknowledgement Comment Before acknowledging the evaluation, the employee can add acknowledgement comment. Once this is done, the plan is completed

25. Human Resources 25 Goal Setting Stage Process principles: Manager and employee can simultaneously add and edit goals Both can see and edit each other’s work Employee sends the plan to the next stage (Goal Approval) for the manager to approve or decline Employee also enter development activities (to be reviewed by the manager) Other Objectives: Goals weighting is mandatory; plan can have minimum and/or maximum weighting of goals as defined by HR Plan can also have minimum and/or maximum number of goals as defined by HR

26. Human Resources 26 Goal Setting – Before Adding Goals Employee enters the plan and adds goals Employee must abide by the business rules before sending the plan for the manager’s approval Employee enters the plan and adds goals Employee must abide by the business rules before sending the plan for the manager’s approval

27. Human Resources 27 Goal Setting – After Adding Goals The goal elements are: Title – a short title for the goal Category – Corporate, Department or Individual Weighting – the priority of the goal. A mandatory number Description – more detailed explanation on the goal Complete by – a date field to when the goal should be completed Success Measures – describes the means by which the goal is achieved The goal elements are: Title – a short title for the goal Category – Corporate, Department or Individual Weighting – the priority of the goal. A mandatory number Description – more detailed explanation on the goal Complete by – a date field to when the goal should be completed Success Measures – describes the means by which the goal is achieved

28. Human Resources 28 Goal Setting – Development Plan By clicking the + sign, employee can add development activities to her / his Development Plan, so that the manager will review them later The development plan elements are: Development Objective – what do you expect the development to accomplish? Development Aimed to – values are: Achieve goals, Close gaps, Future development, Enhance strength Activity Area – values are: Education, Exposure, Experience Proposed Activity – define the requested activity Target Date – set a realistic completion date for the above activity Nest Step – identify action steps required to initiate the plan Status - values are: Requested, Approved, Canceled, Completed, Declined, Draft, In Progress By clicking the + sign, employee can add development activities to her / his Development Plan, so that the manager will review them later The development plan elements are: Development Objective – what do you expect the development to accomplish? Development Aimed to – values are: Achieve goals, Close gaps, Future development, Enhance strength Activity Area – values are: Education, Exposure, Experience Proposed Activity – define the requested activity Target Date – set a realistic completion date for the above activity Nest Step – identify action steps required to initiate the plan Status - values are: Requested, Approved, Canceled, Completed, Declined, Draft, In Progress

29. Human Resources 29 Goal Setting – Submitting Goals for Approval Finally, employee submits the plan for the manager’s approval

30. Human Resources Process principles: Goals definitions are read only for employee and manager Manager can decline and send the plan back to Goal Setting stage Manager can comment on the goals through Goal Revision Feedback field before sending the plan back. A blue flag ( ) will mark the goal that the employee needs to correct 30 Goal Approval Stage

31. Human Resources 31 Email Sent to Employee Manager can give feedback on the goals and send the plan back to the employee for revision Once the manager has sent the plan back to the employee, an email is sent to the employee asking her / him to review the goals and correct them Manager can give feedback on the goals and send the plan back to the employee for revision Once the manager has sent the plan back to the employee, an email is sent to the employee asking her / him to review the goals and correct them

32. Human Resources 32 Back to Goal Setting – Reviewing Goals Once a comment is entered into the goal, the Revision Requested flag is raised on it, so that the employee knows which goal needs to be revised Back in Goal Setting stage, the employee can now correct the goal accordingly Once a comment is entered into the goal, the Revision Requested flag is raised on it, so that the employee knows which goal needs to be revised Back in Goal Setting stage, the employee can now correct the goal accordingly

33. Human Resources 33 Interim Review Stage Process Steps: Before Interim Review is Done: Both manager and employee can enter goal progress status Interim evaluation is not visible to employee After Interim Review is Done: Employee can acknowledge the interim evaluation Manager can still adjust the plan. In this case the plan moves back to Goal Setting stage

34. Human Resources 34 Interim Review – Before Release to Employee In the Interim Review stage, employee can enter goal progress status Before the manager releases the interim review for the employee's acknowledgement, the evaluations are invisible for the employee In the Interim Review stage, employee can enter goal progress status Before the manager releases the interim review for the employee's acknowledgement, the evaluations are invisible for the employee

35. Human Resources 35 Interim Review – After Release to Employee After the manager releases the interim review for the employee's acknowledgement, the evaluations become visible for the employee, and the employee can click the "Acknowledge Interim Review" button

36. Human Resources 36 Useful Reports – Documents and Reports Click "Documents and Reports" to produce reports Available reports are: Employee Profile report – displays general information about the employee Blank report – displays goals and competencies, to be used as a draft for self evaluation and goal setting Self Evaluation report – displays the employee's self evaluation, to be used as reference for the evaluation session Full report – final evaluation report, to be used as formal document Click "Documents and Reports" to produce reports Available reports are: Employee Profile report – displays general information about the employee Blank report – displays goals and competencies, to be used as a draft for self evaluation and goal setting Self Evaluation report – displays the employee's self evaluation, to be used as reference for the evaluation session Full report – final evaluation report, to be used as formal document

37. Human Resources THE END 37