Talent Management System Mike Rounds and Ola Faucher

Talent Management System Mike Rounds and Ola Faucher Human Resource Management November 6, 2014 1

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 • Improves performance feedback • Ability to align employee talent with University goals • Allows for consistent delivery and consistent processes • Increases visibility of employee performance 2

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 Accountability Adaptability Communication Customer/ Quality Focus Inclusiveness Innovation Leadership Occupational Knowledge/ Technology Orientation Team Building 3

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

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

Employee Profile Public Profile Employee Profile 6

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

Learning Management 9

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

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

Questions? Mike Rounds and Ola Faucher Human Resource Management November 6, 2014 12