STARS! Training for Managers:
Using the Strategic Talent Assessment and
Reporting System
Tracy Gonzales
SuccessFactors
Before We Begin…
• To minimize the web meeting dashboard
Click the arrow to minimize or
maximize as necessary
• 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
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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: Cascading Goals
Creating Development Goals
• Short Break
• Performance Appraisal Process
– Performance Appraisal Steps
– Performance Form Basics
– Tools to Assist in Writing Evaluations
• Support and Resources
• Q&A (throughout)
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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 the STARS! software
3. Write SMART goals
4. Enter, edit, and cascade goals
5. Utilize features of the software to assist in writing
providing actionable feedback
6. Move the performance evaluation form from one step to
the next
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STARS! Concepts
STARS! combines tools
and processes that allow
employees to focus and
integrate their goals with
their business unit's
strategic objectives and
direction.
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STARS! Process
Set Expectations
• Employee and Manager define
annual goals.
Set Up A Performance • Employee and Manager define
specific focus areas.
Review Plan
Mid-Year Assessment • Employee and Manager comment on
(highly recommended)
performance.
Year End Assessment
Plan for the Future
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• Manager assesses employee
performance.
• Manager reviews employee
development & performance for
future planning.
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What is Goal Management?
• Goal Management is a method of aligning
the work of individuals, departments, and
divisions with a business unit’s vision and
strategies.
Business Unit
Vision & 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.
Departmental
Objectives
• Completing goals and achieving results
are key components in compensation and
rewards for individuals and teams.
Individual, Team &
Group Goals
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Hierarchy for Training Purposes
Dave Director
Holly Humanresources
Manny Manager
Edward Employee
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Introduction to SuccessFactors
Getting Started
Access the online
performance management
system using your web
browser.
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.
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Logging in Is Easy
1. Click the link on the
notification email and
complete login instructions.
Your
Company ID=
Soave
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.
NOTE: employees can also access the online performance management
system by going to the "Employees" page of the soave.com website.
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Browser Cookies Simplify Login
https://performancemanager.successfactors.com/login?company=Soave
You may also bookmark the SuccessFactors Login Page by clicking the above link.
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Do NOT Use Your Browser’s “Back” Button
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Common SuccessFactors Features
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 Employee Files, allows you to quickly record thoughts to be
accessed during the performance evaluation process. Notes can be kept private or sent to
other members of the team. 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.
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Demo: Logging into the
Application
Setting and Managing Goals
Goal Types
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.
Development Goals
• Goals designed to improve
skills to assist in career
development.
• Located in the Development
Plan tab.
• Located in the Goal Plan tab.
NOTE: Both business and development goals appear on the performance appraisal form
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Understanding Roles in Goal Management
Employee
Manager
• Create SMART Goals aligned
to their current job and
business unit priorities.
• Work collaboratively to
update, and provide
feedback on employee’s
goal plan.
• Collaborate with manager
to update and add tasks on
cascaded goals.
• Ensure employee’s goals
align to achieve role, team,
and business unit goals.
• Focus current job
performance to achieve
goals and pursue individual
career development goals.
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• Actively monitor Goals
ensuring effective
communication of progress
up and down the
organization.
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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. Cascade goals.
3. View modification history.
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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.
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Demo: Goal Plan Basics
Writing SMART Goals
A SMART Goal is:
Specific
• 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.
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Exercise: Writing SMART Goals
Is this Goal SMART?
Specific
Measurable
Attainable
“Try to improve customer
retention as quickly as possible.”
Relevant
Time Bound
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Exercise: Writing SMART Goals
Modified using the SMART methodology:
Specific
Measurable
Attainable
“Implement a customer retention
program to increase retention
rates by 10% by year end.”
Relevant
Time Bound
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Creating SMART Goals in SuccessFactors
Implementation of a SMART Goal:
Specific
Goal
Measurable
Measurement
Attainable
Goal Name
Tasks
Relevant
Goal
Time Bound
Tasks
Start/Due
Dates
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Creating New Business Goals
To create a new
goal:
1.
Click the Goal
Wizard button
for a step-bystep
walkthrough
1
2
OR
2. Click the
Create a New
Goal button to
create a goal
from scratch
REMINDER: Be sure to disable your browser’s pop up blocker
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Demo: Creating A New
Business Goal
Alignment: Cascading Goals
– Cascading a goal copies a
goal to another person, such
as from a manager to a direct
report within the hierarchy.
You may wish to cascade
goals to your direct reports.
Once a goal is aligned,
managers have line of sight
into overall progress toward
completion.
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Cascade
Aligning Goals ties individual
goals to larger goals:
Business Unit Vision &
Strategy
Cascade
Individual, Team & Group
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Alignment: Example
Broad corporate
goals can be
broken down
into supporting
goals necessary
to achieve the
desired
financial
outcome for the
business unit.
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BU Leader:
Increase
profitability
Business
Unit Goal
Departmental
Goal
Sales Mgt:
Increase
Bookings
Marketing Mgt:
Increase Leads
Individual
Goal
Sales Rep:
Close X $ in
business each
quarter
Event
Coordinator:
Conduct X # of
trade shows per
quarter
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Cascading Goals in SuccessFactors
To Cascade a goal:
1. Select a goal using
checkboxes.
2. Click the Cascade
Selected button.
3. Select the
checkboxes of the
recipient(s) of the
goal.
4. Click the Next
button (edit goal window
opens – not shown) and
edit goal details for
the recipient.
2
1
3
NOTE: Edits made to the goal will
not change the original goal.
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Demo: Cascading Goals
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.
1
2
To create a new
development goal:
1. Click on the
Development tab
2. Click the Create a New
Development Goal
button
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Demo: Creating a
Development Goal
Goal Section Summary
•
•
The goal plan and development
plan are online worksheets both
you and your direct reports 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.
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Goal Setting Best Practices
•
Goal discussions with your direct
reports 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.
•
Cascade goals to help ensure
alignment.
•
Keep goal status up to date. You can
add updates throughout the year.
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Performance Appraisal Process
Performance Appraisal Steps
Employee
Self Review*
Manager
Review
HR Review
Discussion and
Signature
Email
notification
to
employee
Email
notification
to manager
Email
notification
to HR
Email
notification to
manager
Employee enters
self rating and
comments on
performance
then sends the
form back to the
manager for
review
HR reviews
appraisal and
may enter
comments then
sends the form
back to the
manager for
additional review
or signature
Manager enters
employee rating
and comments on
performance
then sends the
form to HR for
review prior to
holding
discussion with
employee
Manager signs form, holds
discussion with employee
then sends the form to the
employee for signature
Email
notification to
employee
Employee signs
Email
notification to
HR
HR signs and completes
the process
*This step may be
optional for some
business units
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Rating Scale
Rating
Descriptor
Definition
Consistently exceeds the required level for this job
role.
5
Excellent
4
Satisfactory with
Commendation Exceeds the required level for this job role.
3
Meets
Expectations
2
Satisfactory with
Reservation
Limited adequacy in the required level for the job role.
1
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Unsatisfactory
Satisfies the requirements for this job role fully.
Does not adequately satisfy the requirements of the
job role.
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Accessing your Evaluation Forms
SuccessFactors
automatically creates and
distributes Performance
Evaluation forms when it
is time to start the review
process.
Employee accesses the
Evaluation Form from the
To-Dos List or the
Performance tab.
SuccessFactors
automatically routes the
form to your inbox
whenever your input is
required.
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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
Full form spell check and full form legal scan
Allows you to search and open a previously
completed form for this individual
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
Opens up a meeting request in Microsoft
Outlook
Allows you to save your work
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Allows you to view more details and an audit
history of this form
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Demo: Performance
Evaluation Form
Demo: Moving the Form
to Completion
Tools to Assist in Writing Reviews: Notes
• Access from
Employee Files or the
Performance
Evaluation form
• Keep notes private or
send to other team
members
• Use to track progress
on events and
behaviors throughout
the year that may
impact performance
evaluation
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Tools to Assist in Writing Reviews:
Writing Assistant
• Provides suggested
text, modifiers, and
categories of
competencies to
quickly build review
commentary.
1.
2.
3.
4.
Click the
icon
from the form
Select a phrase
Make the text more
or less positive
Click the Place Text
button to paste into
the form and modify
as desired
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3
4
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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, Coaching Advisor, 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.
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Conducting the Review Discussion
•
When and where to meet
−
•
Meeting Best Practices
Prepare by sending the review form to
HR for review prior to the meeting.
−
Discuss current job development and
career development.
• Schedule a meeting in a place where you
will not be interrupted. Turn off phones,
pagers, computers and give your full
attention to the conversation.
−
Be clear and confident about your
performance feedback.
• Be prepared.
What to discuss during the meeting
−
Review and give feedback on the
individual’s performance.
−
Goals & results.
−
Competencies.
−
Development needs.
−
Communicate your overall rating of the
individual’s performance.
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• Don’t rush and give your direct report
your full attention.
• Make the meeting a collaborative
conversation; both of you talk and listen.
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• Make sure that you allow time to focus
on the future, not just the past.
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Support and Resources
• Soave Ethics Education & Development (SEED) course:
Conducting Performance Reviews
– This course is designed to give you an overview of the performance
management process, and then focus on the mechanics of what you
need to do to prepare for, conduct and follow-up on performance
reviews. Although the major emphasis will be on the forms and
annual review, the same mechanics work whenever managers are
required to give feedback on an employee's performance.
• 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.
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Thank You!