Kristan Williams Soave HR Dept STARS! Training for Employees: Using the Strategic Talent Assessment and Reporting System Kristan Williams Soave HR Dept

Before We Begin… To minimize the web meeting dashboard Remember to mute your lines when possible. Please do not put your phone on hold during the session Engage and ask questions as often as necessary Click the arrow to minimize or maximize as necessary 5/8/2019 Confidential

Agenda STARS! Concepts Introduction to the STARS! Software Setting and Managing Goals Understanding Roles in Goal Management Goal Plan Basics Creating SMART Goals Creating Business and Developmental Goals Performance Appraisal Process Performance Appraisal Steps Performance Form Basics Tools to Assist in Writing Self-Reviews (if applicable) Support and Resources Q&A (throughout) 5/8/2019 Confidential

Set Up A Performance Review Plan STARS! Process Employee and Manager define annual goals. Set Expectations Employee and Manager define specific focus areas. Set Up A Performance Review Plan Update Goals as necessary. Mid-Year Manager assesses employee performance. Year End Assessment Manager reviews employee development & performance for future planning. Plan for the Future 5/8/2019 Confidential

Setting and Managing Goals

Goal Types Business Goals Development Goals The Employee and their Manager together define "WHAT" the employee is going to accomplish. During the review period, you will have the opportunity to review and, if necessary, modify these goals with your manager. Located in the Goal Plan tab. Development Goals Goals designed to improve skills to assist in career development. Located in the Development Plan tab. 5/8/2019 Confidential

Writing SMART Goals Specific A SMART Goal is: Measurable Attainable Goals should be straightforward and emphasize the business result 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. A goal describes achievements the employee hopes to accomplish during the upcoming year. The SMART methodology helps to ensure goals are written in a way that promotes success. 5/8/2019 Confidential

Exercise: Writing SMART Goals Is this Goal SMART? Specific Measurable Attainable Relevant Time Bound “Try to improve customer retention as quickly as possible.” Insert Poll here to vote yes or no 5/8/2019 Confidential

Exercise: Writing SMART Goals Modified using the SMART methodology: Specific Measurable Attainable Relevant Time Bound “Implement a customer retention program to increase retention rates by 10% by year end.” 5/8/2019 Confidential

Creating SMART Goals in SuccessFactors Implementation of a SMART Goal: Specific Goal Measurable Measurement Attainable Goal Name Tasks Relevant Time Bound Start/Due Dates 5/8/2019 Confidential

Creating Development Goals The employee and manager mutually agree upon 1 – 3 development goals to sharpen the employee’s strengths and develop areas that would benefit from improvement. To create a new development goal: Click on the Development tab Click the Create a New Development Goal button 1 2 5/8/2019 Confidential

Performance Appraisal Process

Performance Appraisal Steps Employee Self Review* Manager Review Discussion and Signature HR Review Email notification to employee Email notification to manager Email notification to HR Email notification to manager Manager signs form, holds discussion with employee then sends the form to the employee for signature Employee enters self rating and comments on performance then sends the form back to the manager for review Manager enters employee rating and comments on performance then sends the form to HR for review prior to holding discussion with employee HR reviews appraisal and may enter comments then sends the form back to the manager for additional review or signature Email notification to employee Employee signs Email notification to HR HR signs and completes the process *This step may be optional for some business units 5/8/2019 Confidential

Rating Scale Rating Descriptor Definition 5 Excellent Consistently exceeds the required level for this job role. 4 Satisfactory with Commendation Exceeds the required level for this job role. 3 Meets Expectations Satisfies the requirements for this job role fully. 2 Satisfactory with Reservation Limited adequacy in the required level for the job role. 1 Unsatisfactory Does not adequately satisfy the requirements of the job role. 5/8/2019 Confidential

Performance Form Basics View Options allow you to change how you view the form on the page. View the full form, one section at a time, or one item at a time Allows you to download an offline copy of the form Allows you to search and open a previously completed form for this individual Full form spell check and full form legal scan Allows you to open any notes you have received or created for this individual. The multiple pages indicate there are notes, the single page indicates there aren’t Print Preview Print set up allows you to see what the form will look like when printed and choose which format, HTML or PDF, you will print your form in Allows you to view more details and an audit history of this form Opens up a meeting request in Microsoft Outlook Allows you to save your work 5/8/2019 Confidential

Demo: Performance Evaluation Form Log in as Edward and demo: Opening the form Form sections Form toolbar Less detail and More detail view options Route map

Tools to Assist in Writing Reviews: Writing Assistant Provides suggested text, modifiers, and categories of competencies to quickly build review commentary. Click the icon from the form Select a phrase Change the narrative to I Make the text more or less positive Click the Place Text button to paste into the form and modify as desired 2 4 3 5 5/8/2019 Confidential

Support and Resources eLearning Tutorial Housed on the www.soave.com website on the STARS! log-in page.  For questions regarding your business unit's performance management process: Please contact your Human Resources Manager or Human Resources Representative.  For technical questions regarding the STARS! website: Please contact Kristan Williams at 313-567-7000 ext. 472 or STARS@soave.com. 5/8/2019 Confidential

Thank You!