0. performance management process

1. agenda What is the new Performance Management System
Process overview and timeline
How to set goals
Sharing of goals
Practice on Goal Setting
How to use Performance Management Module in PeopleSoft
Next Steps

2. What is the new performance management process
Process overview and timeline

3. Performance Management System Process Overview & timeline
Mid-cycle Review
End-cycle Performance Appraisal
Distribution Process
Individual Development Plan
Goal Setting
Set SMART goals and targets for the year
Jointly agreed by the employee and reporting manager
Dialogue between employee and reporting manager
Tracks the mid- term progress of the employee
Incorporate any required changes in goals or targets
Final review of achievements of the employee, performance rating, promotion recommendation and individual development plan
Distribution committee reviews preliminary performance ratings
Execute approved individual development plan
Follow-up on developmental initiatives (i.e. leadership training, functional/ technical training)
1 – 15 July
1-31 December
15 May – 20 June
20-30 June

4. Performance management system
Goal-setting

5. Goal Setting Four categories of goals
FINANCIAL
CUSTOMER
These are goals that are linked to financial performance.
Not all roles will have financial goals but may have goals that attribute to them (e.g. cost, budget, sales, etc.).
E.g To increase revenue for current fiscal year to $5bn through expanded sales.
These are goals that have a direct relation to internal and external customers.
Roles that do not deal with external customers will have internal-related goals.
E.g To improve service approach to increase customer retention by 10%.
INTERNAL PROCESS
LEARNING & GROWTH
These roles relate to a team’s/ individual’s capability-building.
E.g To have 100% attendance for department’s participation in SCM- SMU Leadership Course.
Goals in this category relate to adherence to processes, standards, including process improvements.
E.g To have an annual review improvement plan to current processes.
It focus on the strategic agenda of the organization concerned the selection of a small number of data items to monitor a mix of financial and non-financial data items.

6. Setting the ‘right’ goals SMART
Specific: Clearly describes the expected result within the individual’s area of responsibility. S
Measurable: Can be quantitatively measured or qualitatively assessed. PerformanceRating.pdf M
Attainable: Challenging but realistically achievable by the individual. A
Relevant: Clear linkage between individual goals, team/unit goals, and the organization strategy. R
Time Based: To be achieved within an agreed upon timeframe. T

7. Setting the ‘right’ goals Number of Goals
M4 to M5: 6 to 8 goals
M1 to M3: 5 to 6 goals
E1 to E6 : 3 to 4 goals
*Set their goals on the spot in the session and get each other to check.
*Relevancy check with manager

8. Performance management system
SHARING OF GOALS

9. Performance management system
Examples of SMART Goals

10. practice setting smart goals
Instruction: Based on the 4 categories of goals & the S.M.A.R.T framework, do come out with your individual goals based on your grade level.
M4 to M5: 6 to 8 goals
M1 to M3: 5 to 6 goals
E1 to E6 : 3 to 4 goals
*Set their goals on the spot in the session and get each other to check.
*Relevancy check with manager

11. Setting the ‘right’ goals ACTION VERBS
Achieve
Design
Guide
Learn
Resolve
Acquire
Develop
Handle
Manage
Retain
Assemble
Draft
Implement
Operate
Sketch
Assist
Duplicate
Improve
Organize
Submit
Build
Educate
Increase
Perform
Support
Calibrate
Eliminate
Integrate
Prepare
Train
Complete
Execute
Invent
Produce
Write
Construct
Fix
Lead
Reduce
Action Verb
Activity
Purpose
Date
To train
all Management grade employees on the new performance management system and goal setting
so as to obtain individual performance rating from the system
by 15 Jan 2017
Specific
Attainable
Time-bound
Relevant
Measurable

12. Setting the ‘right’ goals SMART Goal Formula
Goal Statement
What makes it SMART
Do _______ . . .
Specific action taken
in order to _______ . . .
to accomplish Measurable, Relevant result
By _______
Within certain Time frame
And make sure it’s Achievable! (realistic time frame, sufficient resources, feasible target)
*Set their goals on the spot in the session and get each other to check.
*Relevancy check with manager

13. Examples setting smart goals
To achieve a productivity of 35 man hours per ton of steel processed by 1 April 2017 for the TB Hull Shop.
A one-off will be taken as success.
Not ideal if the real objective is to achieve and then sustain performance.
OK if 35 man hours has never been achieved before and the focus is only to achieve the target.
To achieve and sustain a productivity of 35 man hours per ton of steel per ton of steel processed from 1 April for the TB Hull Shop.
To sustain a productivity of 35 man hours per ton of steel processed from 1 April 2017for the TB Hull Shop through the better utilisation of existing manpower (based on November 2016 Headcount).
Additional limitation given in the form of finite manpower. Emphasis will be on improving equipment and existing manpower efficiencies.
To lower the man hours per ton of steel processed from 100 to 80 man hours for the TK yard from 1 April 2017.
*Set their goals on the spot in the session and get each other to check.
*Relevancy check with manager

14. Examples setting smart goals
To achieve zero burn marks for 95% of drawings issued in the year 2017.
OK if reduction of burn marks is the only key objective
To issue 98% of drawings that are “clash free”
- Need to refine definition of clash free
To ensure that at least 90 % of drawings issued have no inter-disciplinary clashes
To issue 98% of drawings on time for the year 2017.
- Need to further define what is considered as on time.
To participate in the 2017 !DEA Award competition
Lacks the element of difficulty/ stretch.
May be appropriate if the department is stretched in other areas of work and the key objective is simply to participate and not spend too much time on periphery activities
To win at least a Silver award in the 2017 !DEA Award competition.
*Set their goals on the spot in the session and get each other to check.
*Relevancy check with manager

15. How to use Performance Management system in PeopleSoft
Practical session
How to use Performance Management system in PeopleSoft
Screenshot/Video

16. Overall goal setting process

17. Step 1:setting goals(employee)

18. Step 1:setting goals(employee)

19. Step 1:setting goals(employee)

20. Step 1:setting goals(employee)

21. Step 1:setting goals(employee)

22. Step 1:setting goals(employee)

23. Step 1:setting goals(employee)

24. Step 2:updating goals section(employee)

25. Step 3: reviewing & approving goals & performance objectives (reporting manager)

26. Step 3: reviewing & approving goals & performance objectives (reporting manager)

27. Step 3: reviewing & approving goals & performance objectives (reporting manager)

28. Step 3: reviewing & approving goals & performance objectives (reporting manager)

29. Step 3: reviewing & approving goals & performance objectives (reporting manager)

30. Step 3: reviewing & approving goals & performance objectives (reporting manager)

31. Step 3: reviewing & approving goals & performance objectives (reporting manager)

32. Step 3: reviewing & approving goals & performance objectives (reporting manager)

33. Performance management system
NEXT STEPS

34. Next Steps TIMELINE 1 Jan 17 to 31 Jan 17
Training and cascading of goals to all Management grade employees by respective departments leads/ heads/ managers
1 Jan 17 to 20 Jan 17
Department system advocate training by HR
System introduction and training by department advocate
1 Jan 17 to 15 Feb 17
Setting of goals in PeopleSoft by all Management grade employees
1 Apr to 30 Apr 17
Training for managers conducting performance reviews -
. Mar 17

35. Next Steps TIMELINE (SMOP)
Schedule: PMSRolloutSchedule pdf