Talent Management System Mike Rounds and Ola Faucher Human Resource Management November 6,

Performance Management Current State Paper based, difficult to manage Limited ability to match individual and organizational goals Inconsistently executed System of record for evaluations in HR has limited visibility to supervisors Performance Management System 2 Improves performance feedback Ability to align employee talent with University goals Allows for consistent delivery and consistent processes Increases visibility of employee performance

Performance Management System The Performance Evaluation contains two sections Goals 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 3 AccountabilityAdaptabilityCommunication Customer/ Quality Focus InclusivenessInnovationLeadership Occupational Knowledge/ Technology Orientation Team Building

Performance Management System Workflow 4 Goals Employee and Supervisor Set by the Employee and Supervisor and progress is reviewed throughout the evaluation period Employee Employee completes a self evaluation of Goals and Competencies Supervisor Supervisor reviews employee feedback and provides final rating Meets with Employee to discuss the performance evaluation and makes any necessary edits. Employee Employee reviews supervisor’s feedback and final evaluation ratings Acknowledges performance evaluation with an electronic signature and date stamp then sends to Supervisor Supervisor Supervisor receives Employee acknowledgement Supervisor acknowledges with an electronic signature and date stamp – sends to HR

Performance Management System Timeline 5 Goals January 2015 for the January December 2015 evaluation period Employee Self Evaluation Form launched by HR October 2015 Due: January 4, 2016 Supervisor Feedback Due: February 5, 2016 Employee Acknowledgement Due: February 19, 2016 Supervisor Acknowledgement Due March 1, 2016 Feedback October 2015 Feedback October 2015 Feedback July 2015 Feedback July 2015 Feedback April 2015 Feedback April 2015

Employee Profile Public ProfileEmployee Profile 6

Learning Management Current State Schedules/Offerings difficult to find. Limited knowledge of the training that is available on campus. Multiple (or none) Learning Management Systems. Staff must track annual training manually. Learning Management System 7 Unifies diverse course offerings in a “one-stop” catalog. Training easier to find and self- assign or supervisor to assign. Meets long term development goals Single Learning Management System, HR staff can load courses in for departments Staff develop a transcript of courses completed.

Learning Management - Goals 8 Scheduling of learning activities (Online, Instructor led, blended…) Tracking employee learning & development milestones Generating learning & development transcripts and performance reports Supervisors to review and assign training courses to direct reports Provide automated reminders to participants of scheduled or assigned learning Online courses that are accessible by multiple platforms and mobile devices (BYOD)

Learning Management 9

Scheduled Offerings Courses can be scheduled through either the specific catalog offering or from the Course Calendar 10

Learning Management View work completed over time. Learning is recorded automatically when course or group of courses are completed. 11 Learning History

Questions? Mike Rounds and Ola Faucher Human Resource Management November 6,