Talent Development System mytalent.ku.edu Performance Management Demo

Performance Management System Talent Development Mytalent.ku.edu Performance Management System Learning Management System High level overview of the new performance process, with Success Factors being the tracking tool. Tool for tracking performance may change but the process and communication between supervisor and staff is just as important now as before.

Performance Management System Employee Profile Goals Performance Evaluation Set by the employee and by the supervisor Can be cascaded Competencies The University has identified nine competencies upon which all employees will be evaluated Goals -set by employee and supervisor -supervisor can edit and delete employee goals -supervisor and employee can check in on goals throughout the year to update “on track” “completed” “off track”, etc. -goals can be cascaded from the supervisor down to the employee -goal wizard that assists with making smart goals -goal library – has prepopulated goals there to pick from -minimum of one goal for the 2015 performance evaluation period. Competencies -all employees across campus will have the same nine competencies -applicable to all jobs on campus -allows for standardization across campus

University Competencies Core competencies are the observable and measurable knowledge, skills, abilities, and behaviors essential for individual performance and the achievement of the university’s strategic objectives. Accountability Adaptability Communication Customer/ Quality Focus Inclusiveness Innovation Leadership Team Focus Occupational Knowledge/ Technology Orientation Goals -set by employee and supervisor -supervisor can edit and delete employee goals -supervisor and employee can check in on goals throughout the year to update “on track” “completed” “off track”, etc. -goals can be cascaded from the supervisor down to the employee -goal wizard that assists with making smart goals -goal library – has prepopulated goals there to pick from -minimum of one goal for the 2015 performance evaluation period. Competencies -all employees across campus will have the same nine competencies -applicable to all jobs on campus -allows for standardization across campus

Performance Management System Timeline Goals Set in January –March calendar year (Jan-Dec) evaluation period Employee Self Evaluation Form launched by HR in October Due: January* Supervisor Feedback Due: February* Employee Acknowledgement Supervisor Acknowledgement Due March* Feedback April Feedback July Feedback October High level overview of the new performance process, with Success Factors being the tracking tool. Tool for tracking performance may change but the process and communication between supervisor and staff is just as important now as before. *Specific due dates will be set each year

Performance Management System Demo mytalent.ku.edu High level overview of the new performance process, with Success Factors being the tracking tool. Tool for tracking performance may change but the process and communication between supervisor and staff is just as important now as before.

Human Resource Management Katie McCauley kmccauley@ku.edu Questions? Human Resource Management Katie McCauley kmccauley@ku.edu