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

2. 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

3. 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)
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4. 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
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5. Setting and Managing Goals

6. 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.
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7. 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.
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8. 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
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9. 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.”
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10. Creating SMART Goals in SuccessFactors
Implementation of a SMART Goal:
Specific
Goal
Measurable
Measurement
Attainable
Goal Name
Tasks
Relevant
Time Bound
Start/Due Dates
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11. 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
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12. Performance Appraisal Process

13. Performance Appraisal Steps
Employee
Self Review*
Manager Review
Discussion and Signature
HR Review
notification to employee
notification to manager
notification to HR
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
notification to employee
Employee signs
notification to HR
HR signs and completes the process
*This step may be optional for some business units
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14. 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.
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15. 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
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16. 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

17. 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
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18. Support and Resources eLearning Tutorial
Housed on the 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 ext. 472 or
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19. Thank You!