1. STARS! Training for Employees: Using the Strategic Talent Assessment and Reporting System Tracy Gonzales SuccessFactors

2. Before We Begin… To minimize the web meeting dashboard Remember to mute your lines when possible; if you do not have mute on your phone, click *6 on your phone, to un-mute, click #6 Please do not put your phone on hold during the session Engage and ask questions as often as necessary 5/1/2015Confidential2 Click the arrow to minimize or maximize as necessary

3. Agenda STARS! Concepts Introduction to the STARS! Software Setting and Managing Goals –Understanding Roles in Goal Management –Goal Plan Basics –Creating SMART Goals –Goal Alignment –Creating Development Goals Short Break Performance Appraisal Process –Performance Appraisal Steps –Performance Form Basics –Tools to Assist in Writing Self- Reviews (if applicable) Support and Resources Q&A (throughout) 5/1/2015Confidential3

4. Learning Objectives At the end of this class you should be able to… 1.Understand how the performance management process is implemented in STARS! 2.Navigate through STARS! 3.Write SMART goals 4.Enter and edit goals 5.Utilize features of the software to assist in writing self reviews (if applicable) 6.Move the performance evaluation form from one step to the next 5/1/2015Confidential4

5. STARS! combines tools and processes that allow employees to focus and integrate their goals with their business unit's strategic objectives and direction. STARS! Concepts 5/1/20155Confidential

6. STARS! Process 5/1/20156Confidential Employee and Manager define annual goals. Set Expectations Employee and Manager define specific focus areas. Set Up A Performance Review Plan Employee and Manager comment on performance. Mid-Year Assessment (highly recommended) Manager assesses employee performance. Year End Assessment Manager reviews employee development & performance for future planning. Plan for the Future

7. What is Goal Management? 5/1/2015Confidential7 Goal Management is a method of aligning the work of individuals, departments, and divisions with a business unit’s vision and strategies. Goal Management is made up of Goal Setting and Goal Measurement to help us ensure that we make steady progress toward our strategies and alert us when we are off track. Completing goals and achieving results are key components in compensation and rewards for individuals and teams. Business Unit Vision & Strategies Departmental Objectives Individual, Team & Group Goals

8. Hierarchy for Training Purposes Dave Director Manny Manager Edward Employee 5/1/2015 Confidential8 Holly Humanresources

9. Introduction to SuccessFactors

10. Getting Started 5/1/2015Confidential10 Completely secure online system provides a central location to manage and store Assessment Forms. You will receive automated notification (emails) when you need to participate in the process. Should you not have a company email address, your Supervisor or Human Resources Representative will notify you directly. Access the online performance management system using your web browser.

11. Logging in Is Easy 5/1/2015Confidential11 1. Click the link on the notification email and complete login instructions. 2. For Username, enter the ID provided in your email. 3. For Password enter the temporary password provided in your email. − Click the Forgot Your Password? link should you forget your password 4. Click the Log In button to start your process. Your Company ID= Soave NOTE: employees can also access the online performance management system by going to the "Employees" page of the soave.com website.

12. Browser Cookies Simplify Login 5/1/2015Confidential12 https://performancemanager.successfactors.com/login?company=Soave You may also bookmark the SuccessFactors Login Page by clicking the above link

13. Do NOT Use Your Browser’s “Back” Button 5/1/2015Confidential13

14. Common SuccessFactors Features 5/1/2015Confidential14 A Route Map indicates the current step the Performance Evaluation form is in as well as the available actions that can be taken on a form by a user. In this example, the form is in the Employee Self Review step and the form can be sent to the employee’s manager for review. The Route Map only appears in the Performance Evaluation form. Spell Check, when located above a text box, will check the spelling of that box. This feature is available in the Goal Plan and Performance Evaluation form. Legal Scan, when located above a text box, allows you to check the text box for potentially inappropriate words or phrases. This feature is available in the Goal Plan and Performance Evaluation form. Notes, when accessed from My Employee File, allows you to quickly record thoughts to be accessed during the performance evaluation process. Notes can be kept private or sent to your manager. You can also access notes from the Performance Evaluation form. The Writing Assistant gives you sample text to help provide meaningful feedback about competencies. This feature is available in the Performance Evaluation form. The Coaching Advisor offers mentoring and development suggestions for you to use when providing feedback. This feature is available in the Performance Evaluation form.

15. Demo: Logging into the Application

16. Setting and Managing Goals

17. Goal Types 5/1/2015Confidential17 Business 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. NOTE: Both business and development goals appear on the performance appraisal form

18. Understanding Roles in Goal Management Employee Create SMART Goals aligned to their current job and business unit priorities. Collaborate with manager to update and add tasks on cascaded goals. Focus current job performance to achieve goals and pursue individual career development goals. Manager Work collaboratively to update, and provide feedback on employee’s goal plan. Ensure employee’s goals align to achieve role, team, and business unit goals. Actively monitor Goals ensuring effective communication of progress up and down the organization. 5/1/201518Confidential

19. Goal Plan Basics The Goal Plan is like an online worksheet that records Goals in one central place and tracks them throughout the year. Employee Hierarchy provides an organizational view of individual, team and group’s Goals plans. With the Goal Plan you can: 1.Create and edit goals. 2.View modification history. 5/1/201519Confidential Note: All business goals are initially created as private. Private goals are only viewable by the employee and their management. Public goals are also viewable by those who report to you within your organizational hierarchy.

20. Demo: Goal Plan Basics

21. Writing SMART Goals A SMART Goal is: S pecific Goals should be straightforward and emphasize the business result that you would like to achieve. M easurable Establish concrete criteria for measuring progress toward the attainment of each goal that you set. A ttainable Goals must be within your capacity to reach. You cannot commit to accomplishing goals that are too far out of your reach, or unreasonable. R elevant Make sure each goal is consistent with other goals you have established and fits with your immediate and long-range plans. T ime Bound Setting an end point on your goal gives you a clear target to work towards. 5/1/201521Confidential

22. Exercise: Writing SMART Goals Is this Goal SMART? “Try to improve customer retention as quickly as possible.” S pecific M easurable A ttainable R elevant T ime Bound 5/1/201522Confidential

23. Modified using the SMART methodology: “Implement a customer retention program to increase retention rates by 10% by year end.” Exercise: Writing SMART Goals S pecific M easurable A ttainable R elevant T ime Bound 5/1/201523Confidential

24. Creating SMART Goals in SuccessFactors Implementation of a SMART Goal: S pecific Goal M easurable Measurement A ttainable Goal Name Tasks R elevant Goal T ime Bound Tasks Start/Due Dates 5/1/201524Confidential

25. Creating New Business Goals To create a new goal: 1.Click the Goal Wizard button for a step-by- step walkthrough OR 2.Click the Create a New Goal button to create a goal from scratch 5/1/201525Confidential 11 22 REMINDER: Be sure to disable your browser’s pop up blocker

26. Demo: Creating A New Business Goal

27. Alignment: Cascading Goals Aligning Goals ties individual goals to larger goals: –Cascading a goal copies a goal to another person, such as from a manager to a direct report within the hierarchy. Your manager may cascade goals to you. Once a goal is aligned, managers have line of sight into overall progress toward completion. CascadeCascade Individual, Team & Group Goals Business Unit Vision & Strategy CascadeCascade 5/1/201527Confidential

28. Alignment: Example Broad corporate goals can be broken down into supporting goals necessary to achieve the desired financial outcome for the business unit. Individual Goal Departmental Goal Business Unit Goal BU Leader: Increase profitability Sales Mgt: Increase Bookings Sales Rep: Close X $ in business each quarter Marketing Mgt: Increase Leads Event Coordinator: Conduct X # of trade shows per quarter 5/1/201528Confidential

29. Creating Development Goals 5/1/2015Confidential29 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: 1.Click on the Development tab 2.Click the Create a New Development Goal button 22 11

30. Demo: Creating a Development Goal

31. Goal Section Summary The goal plan and development plan are online worksheets both you and your manager can access throughout the year. Access the Goal Plan from the Goals tab. Access the Development Plan from the Development tab. The goal detail view provides a quick report view of the goal details, audit history and list of cascade participants. 5/1/2015Confidential31 Goal Setting Best Practices Goal discussions with your manager should occur throughout the year. There should be no surprises at the year-end performance review discussion.Goal discussions with your manager should occur throughout the year. There should be no surprises at the year-end performance review discussion. There is ample room for text in the notes, description and tasks sections. Enter detailed descriptions and examples where appropriate.There is ample room for text in the notes, description and tasks sections. Enter detailed descriptions and examples where appropriate. Keep your goal status up to date. You can add updates throughout the year.Keep your goal status up to date. You can add updates throughout the year. Goal Setting Best Practices Goal discussions with your manager should occur throughout the year. There should be no surprises at the year-end performance review discussion.Goal discussions with your manager should occur throughout the year. There should be no surprises at the year-end performance review discussion. There is ample room for text in the notes, description and tasks sections. Enter detailed descriptions and examples where appropriate.There is ample room for text in the notes, description and tasks sections. Enter detailed descriptions and examples where appropriate. Keep your goal status up to date. You can add updates throughout the year.Keep your goal status up to date. You can add updates throughout the year.

32. Performance Appraisal Process

33. Performance Appraisal Steps Employee Self Review* Employee Email notification to employee Employee enters self rating and comments on performance then sends the form back to the manager for review Email notification to manager Manager enters employee rating and comments on performance then sends the form to HR for review prior to holding discussion with employee Manager Review Discussion and Signature Email notification to employee Employee signs Email notification to manager HR Review 5/1/201533Confidential Email notification to HR HR reviews appraisal and may enter comments then sends the form back to the manager for additional review or signature Email notification to HR HR signs and completes the process Manager signs form, holds discussion with employee then sends the form to the employee for signature *This step may be optional for some business units

34. Rating Scale Confidential34 RatingDescriptor Definition 5Excellent Consistently exceeds the required level for this job role. 4 Satisfactory with CommendationExceeds the required level for this job role. 3 Meets ExpectationsSatisfies the requirements for this job role fully. 2 Satisfactory with ReservationLimited adequacy in the required level for the job role. 1Unsatisfactory Does not adequately satisfy the requirements of the job role. 5/1/2015

35. Accessing your Evaluation Forms Employee accesses the Evaluation Form from the To-Dos List or the Performance tab. SuccessFactors automatically creates and distributes Performance Evaluation forms when it is time to start the review process. SuccessFactors automatically routes the form to your inbox whenever your input is required. 5/1/201535Confidential

36. Performance Form Basics 5/1/201536Confidential 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 Full form spell check and full form legal scan 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 save your work 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 Allows you to view more details and an audit history of this form Allows you to search and open a previously completed form for this individual Allows you to download an offline copy of the form Opens up a meeting request in Microsoft Outlook

37. Demo: Performance Evaluation Form

38. Demo: Moving the Form to Completion

39. Tools to Assist in Writing Reviews: Notes Access from My Employee File or the Performance Evaluation form Keep notes private or send to your manager Use to track progress on events and behaviors throughout the year that may impact performance evaluation Confidential395/1/2015

40. Tools to Assist in Writing Reviews: Writing Assistant Provides suggested text, modifiers, and categories of competencies to quickly build review commentary. 1.Click the icon from the form 2.Select a phrase 3.Change the narrative to I 4.Make the text more or less positive 5.Click the Place Text button to paste into the form and modify as desired Confidential40 22 3344 55 5/1/2015

41. Performance Review Section Summary Use Notes throughout the year to track events that may impact performance evaluation. Save the form during editing to see updates in the summary section. Use the less detail and more detail links to hide or display tasks. Use the Writing Assistant, Spell Check and Legal Scan tools to assist in crafting feedback. View En Route and Completed forms in their associated folders in the form inbox. Confidential415/1/2015

42. Support and Resources eLearning Tutorial –Housed on the 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. STARS@soave.com Confidential425/1/2015

43. Thank You!