e-Performance

1. ECP Employee Performance PlanJanuary10, 2007Instructor: David Rivers, Lynda.comAttendees: Joe and Jane Student

2. e-Performance The Primary Objectives of the Eat Cake Patisserie e-Performance Program are to: • Bolster Organizational Performance • Increase our Competitive Advantage • Encourage Continuous Performance Management as a Key Business Process

3. e-Performance Program Goals: • Increase visibility, alignment and shared accountability of corporate, team and individual goals • Improve management access to data, e.g., track individual or company progress against goals; identify competency gaps; assess performance ratings distributions • Save time and eliminate paperwork through instant online access, electronic routing of forms, and automated email reminders • Improve the quality of feedback through the use of coaching and writing tools • Enhance individual performance through more frequent and regular feedback • Introduce competencies as a means of identifying, assessing and measuring the attainment of critical skills and knowledge • Provide managers and employees with a performance management system that meets our business needs by being web-based, accessible 24 x 7, and flexible

4. Roles & Responsibilities of Managers: • Set and communicate both departmental and individual goals; ensure last year’s goals are entered into the system • Gather input and write performance review for all direct reports, driving process and ensuring completion • May request feedback on performance from other mangers or internal “customers” • Review and approve plans, changes • Utilize performance journals, goals and developmental pages throughout the year to provide ongoing feedback and coaching to employees • Prepare and conduct discussions on performance and compensation/merit increases; be prepared to address employee concerns • Provide approval for next level down

5. Roles & Responsibilities of Employees: • May enter last year’s goals into system, if assigned by manager • Write self-appraisal, including performance and development plan • Identify support needs and provide feedback to managers; also communicate areas of performance that may be overlooked • Utilize performance journal, goal and development pages to track performance and keep notes throughout the year • Initiate coaching and feedback from manager as needed; be prepared for two-way discussion

6. Roles & Responsibilities of HR: • Coordinate overall e-Performance Program, creating framework, training, communications and schedule • Provide company-wide training • Support and administer e-Performance system, including responding to user issues or problems with the tool • Maintain a log of all issues reported by employees or managers, monitor the fix, feeding back to the reporting individual • Monitor and report to business partners on % completion, performance distribution, overall measures, etc. • Review and collaborate on performance management plans • Provide consulting and mediation as needed • Evaluate user experience and report issues

7. e-Performance FY07 Schedule: Jan 10 Announce e-Performance Program and training schedule to all users Jan 11 & 12 User Training pilot sessions (2) Jan 14e-Performance system launch – system available to all employees Jan 14 User Training begins for managers & individual contributors (based on geography) Feb 1 – 15 Employees/managers enter previously established goals for FY07 into system Feb 1 – 15 Employees complete self-assessments Mar 15 Managers complete reviews of employees, may solicit input from others internally Apr 10 Manager submits merit & bonus ratings, subject to approvals by senior management Apr 10 – 30 Managers conduct performance discussions with employees Apr 30 Managers inform employees of merit increases and bonus amounts, linking back to overall performance ratings

8. Q & A Thank You!