Performance Coaching FY19 Strategic Planning BPs: This presentation can/should be edited to fit the needs of your audience and what you are attempting to accomplish in a session. This deck represents collectively, what we anticipate the scope of strategic performance coaching sessions with leaders would include. 03.29.2018 PROPRIETARY & CONFIDENTIAL

Agenda Review goal-setting methodology (with examples), share processes, timeline expectations Review the organizational strategy and OKRs Leaders determine which organizational OKRs can be supported by their organization Leaders craft performance goals that align to organizational objectives, ensure KRs objectively determine whether a goal was achieved, review opportunity to craft developmental goals Leaders strategize cascade plan Review resources PROPRIETARY & CONFIDENTIAL

Goals for Leaders Craft performance OKRs that align to organizational goals Ensure KRs clearly determine whether an objective was achieved Review opportunity to craft developmental OKRs Formulate the plan for Leader(s) to meet with direct reports to cascade OKRs What Leaders accomplish in a facilitated session PROPRIETARY & CONFIDENTIAL

Talent Management Placeholder for forthcoming visual

Performance Coaching “Performance Coaching” is how Change Healthcare describes the ongoing partnership between people leaders and team members to achieve organizational objectives. This is accomplished through goal setting, continuous communication, coaching, and feedback. Performance coaching is our “performance management,” which includes the goal-setting process, and the on-going coaching and support aspects. PROPRIETARY & CONFIDENTIAL

OKRs Goals are structured in an “OKR” format. Objectives are what you want to achieve. Each objective should be qualitative, ambitious, actionable, time-bound, challenging, and of high priority. Key Results are the actions required to achieve the Objective. They can be thought of as steps, milestones, or necessary prerequisites to obtaining the Objective. There are two types: performance OKRs and development OKRs. Performance OKRs are cascaded through the organization. Development OKRs support individual team members’ development plans. Reminders about OKRs, format, and intent PROPRIETARY & CONFIDENTIAL

Examples Performance goal cascade, one leader’s KR becomes the next leader’s Obj, and so on PROPRIETARY & CONFIDENTIAL

Examples Sales Executive and Account Executive both contribute to their VP’s OKR of “achieving targeted sales growth” PROPRIETARY & CONFIDENTIAL

Examples Cascade from KR to Obj, and onward through individual contributor PROPRIETARY & CONFIDENTIAL

OKR process Goal-setting is not an annual activity! OKRs should be created, updated, shared, and completed on an on- going basis in the Workday system. Team members should align their performance OKRs to their leader’s. Additional OKRs may be added by team members with the support of their leader. Workday data can help inform annual performance calibration, which may impact merit. PROPRIETARY & CONFIDENTIAL

Timeline Ongoing Coaching Conversations/ Refresh OKRs Merit Planning / May 15-16 Neil shares his OKRs at AIM June 30 Team Members OKRs complete in Workday October Pulse Survey March FY19 Closeout Activities May – June People leaders cascade OKRs July Pulse Survey January Pulse Survey AIM 2019 Strategic direction updates Cascade from KR to Obj, and onward through individual contributor Merit Planning / Conduct Talent & Organizational Review Process Create Organizational Effectiveness Plans PROPRIETARY & CONFIDENTIAL

Organizational strategy and OKRs Review the organizational strategy and OKRs Determine which organizational OKRs can be supported by the Leader’s organization PROPRIETARY & CONFIDENTIAL

Your OKRs Placeholder Placeholder to work through leader’s OKRs PROPRIETARY & CONFIDENTIAL

Workday Remember to enter OKRs into the Workday system and cascade appropriately. This page might include a screen shot of the appropriate screens in Workday. PROPRIETARY & CONFIDENTIAL

Meeting/cascade plan Who What When Where Identify stakeholders, any partnerships? What Goal synergies? Conflicts? When Schedule date(s) or include in existing meeting? Where Book space or create virtual sessions Formulate the plan for Leader(s) to meet with direct reports to cascade OKRs PROPRIETARY & CONFIDENTIAL

Resources Performance Coaching catalog on CHU Workday Quick Reference Guides (QRGs) on People Connections Team members consult their leaders regarding OKRs People leaders consult their leadership and BPs Quarterly pulse survey Performance Coaching catalog on CHU that can support all team members and people leaders as they navigate the day-to-day aspects of Performance Coaching. Quick Reference Guides (QRGs) will be available on People Connections to provide technical, system support for populating and managing goals in Workday. All team members should consult their leaders regarding ideas and concerns about OKRs. People leaders should also consult their leadership, as well as their Business Partners, for support. Quarterly, a pulse survey will be sent to inquire about performance and the support our team members receive in attainment of OKRs. PROPRIETARY & CONFIDENTIAL