A Guide to Performance Management
Welcome to Workday
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Our Exelis Commitment to Performance Management Drives
Business Results and On-Going Employee Development
> Align individual efforts with the organizational, division, business
area and departmental goals to maximize results
> Focus all employees on performance and development priorities to
maximize individual productivity and development
> Provide an opportunity for assessment and development of Exelis
leadership and functional/technical competencies
> Encourage communication and a collaborative review and
development of employee results against goals, objectives, outcomes and
employee behavior and competencies
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Transition to
> Workday, our official Exelis Human Resources Information System
(HRIS), now includes performance management
> With Workday
> Managers can access employee data and
organizational information
> Managers and employees will establish
performance objectives, set expectations
and identify development opportunities
> Employees can manage personal data,
benefits, performance goals and
professional development
> Employees will perform a self assessment on
how they incorporate leadership
competencies in their daily work. They will
also have to comment on their strengths and
development opportunities.
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Roles and Responsibilities
Employee
> Initiates PfP
Manager
> Verifies understanding
of developmental
needs and
opportunities
> Develops SMART
performance and
development goals in
alignment with
company goals
> Participates actively in
performance
management
discussions
> Communicates goals
and career aspirations
with manager
> Remains receptive and
requests feedback
> Assesses own
performance and
results
> Demonstrates
responsiveness and
timeliness
> Coaches, reinforces
and motivates
> Offers timely and
> Shares Exelis goals to
supportive feedback
ensure employee’s
alignment
> Remains engaged with
> Provides employee
feedback on
performance,
behavioral
competencies and
functional/ technical
competencies
employee through the
performance period
> Provides employee
tools and resources to
accomplish goals
Shared Responsibility
> Commit to established goals
> Communicate expectations, changes to goals, challenges/ successes, tools/resources needed
> Maintain open and ongoing communication
> Remain engaged in development conversations
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2014-2015 PfP Process
Employee
Manager
Next Level Manager
MyHR
Workday
Meet to Discuss
Update & Approve
2014 Goals
Establish 2015 Goals &
Submit
Review & Acknowledge
Review & Approve
Approve & Comment on
Goal Progress
Process Complete
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Moving Through the Process
1
Meet to Discuss
MyHR
Workday
2
Update & Approve
2014 Goals
Establish 2015 Goals &
Submit
3
4
Review & Acknowledge
Review & Approve
Approve & Comment on
Goal Progress
5
6
Process Complete
C
Employee
Manager
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Next Level Manager
6
Employee & Manager Meet to Discuss
1
> Commit to established goals
2
> Communicate expectations,
changes to goals, challenges/
successes, tools/resources needed
3
> Maintain open and ongoing
4
communication
> Remain engaged in development
5
conversations
6
C
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Update 2014 Goals in MyHR
1
Meet to Discuss
MyHR
Workday
Update & Approve
2014 Goals
Establish 2015 Goals &
Submit
2
3
Review & Acknowledge
Review & Approve
Approve & Comment on
Goal Progress
4
5
Process Complete
6
Employee
Manager
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Next Level Manager
8
Report on 2014 Goals in MyHR
https://myhr.exelisinc.com
1
2
• Select the 2014 Interim Feedback
Session
• Review & update progress
towards your 2014 goals
3
4
Click “Interim
Feedback Session”
• Click “Submit Feedback”
5
6
C
Click “Submit
Feedback”
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Manager Comment and Submit
1
2
1
Add feedback for
2014 employee goals
3
4
5
2
Click “Submit
Feedback”
6
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Employee Signs Feedback And Begin Workday
1
2
3
Click “Submit
Feedback”
4
!
Employee receives and acknowledges feedback in
MyHR and MyHR process is complete.
!
5
6
C
Transition to Workday
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MyHR Complete –> Transition to Workday
New System, Same Process
1
Meet to Discuss
MyHR
Workday
Update & Approve
2014 Goals
Establish 2015 Goals &
Submit
2
3
Review & Acknowledge
Review & Approve
Approve & Comment on
Goal Progress
4
5
Process Complete
6
Employee
Manager
Next Level Manager
C
Complete Career Profile
https://wd5.myworkday.com/exelisinc/login.flex
You MUST use Google Chrome or IE 10(or higher) to log in.
1
• Click on your Name in the top right corner and select View Profile
• Complete your Career Profile either by:
2
!
• Importing from LinkedIn
• Entering your job history, education, and skills on the Careers tab
Click “View
Profile”
3
4
5
6
C
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Launch 2015 PfP in Workday
1
1
Inbox
Notification
2
3
2
3
Click “Self Evaluation”
Notification
Click “Launch”
4
5
6
4
Click “Go to
Guided
Editor”
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Enter 2015 Goals
1
Click “+” to
add a goal
1
!
Fields will adjust and
save automatically.
2
Enter your
goal here
2
3
Click icon for
dropdown menu.
Category –
performance or
development
Supports – align the
goal with a company
goal from the list
Due Date –
completion date of
the goal
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5
6
C
3
Click “Next”
to continue
15
Attach Supporting Documents
(Optional – use only if needed)
1
1
Click “+” to add an
attachment
2
Click here to upload
attachment
3
2
4
Click “Next”
to continue
3
5
6
DO NOT ATTACH CLASSIFIED, COMPANY
CONFIDENTIAL DATA, COMPENSATION DATA OR
ANY ITAR CONTROLLED DOCUMENTS IN YOUR PFP
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Evaluate Competencies
1
2
3
1
4
Click item
to edit
Select skill
level for each
2
5
6
C
Click “Next”
to continue
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3
Assess Strengths and Development Opportunities
1
2
3
1
4
Click item
to edit
Enter
evaluation
2
5
6
C
3
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Click “Next”
to continue
18
Overall Evaluation
1
2
3
1
Click item
to edit
Enter
evaluation
3
2
4
5
6
Click “Next”
to continue
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Summary
Go back to a
particular section by
clicking “Guide Me”
1
2
3
4
5
6
When your PfP is complete,
click Submit to send it to
your manager
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Manager Approval and Comment
1
Meet to Discuss
MyHR
Workday
Update & Approve
2014 Goals
Establish 2015 Goals &
Submit
2
3
Review & Acknowledge
Review & Approve
Approve & Comment on
Goal Progress
4
5
Process Complete
6
Employee
Manager
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Next Level Manager
21
Inbox Notification & Launch - Manager
1
Inbox
Notification
1
2
3
2
Click “Manager
Evaluation”
Notification
3
4
Click
“Launch”
5
6
Click “Go to
Guided Editor”
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4
22
Add Comments to Employee Goals – Manager
(Optional)
1
2
1
Click icon
to edit
3
4
5
6
2
Enter
Comments
C
Click “Next”
to continue
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3
Evaluate Competencies - Manager
1
2
2
1
Click icon for
dropdown
Click a
competency
3
4
3
Select an
assessment for
each Competency
5
6
C
Click “Next”
to continue
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4
Strengths and Development Opportunities - Manager
1
2
1
2
Click icon
to edit
3
4
Enter
Comments
5
6
C
Click “Next”
to continue
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3
Overall Comments - Manager
1
2
1
2
Click icon
to edit
Enter
Comments
3
4
3
5
Click “Next”
to continue
6
C
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Summary and Submit - Manager
1
2
!
3
Comments in this section will not
display in the PfP final print
out. Manager and Next Level
Manager comments are not
visible to the Employee.
4
5
6
Click
“Submit”
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2nd Level Manager Approval and Comment
1
Meet to Discuss
MyHR
Workday
Update & Approve
2014 Goals
Establish 2015 Goals &
Submit
2
3
Review & Acknowledge
Review & Approve
Approve & Comment on
Goal Progress
4
5
Process Complete
6
Employee
Manager
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Next Level Manager
28
Review Employee Evaluation - Next Level Manager
1
Inbox
Notification
1
2
3
3
Review employee
evaluation
2
Click “Manager
Evaluation”
Notification
4
5
6
C
4
Click
“Approve”
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Employee Receives and Acknowledges Review
1
Meet to Discuss
MyHR
Workday
Update & Approve
2014 Goals
Establish 2015 Goals &
Submit
2
3
Review & Acknowledge
Review & Approve
Approve & Comment on
Goal Progress
4
5
Process Complete
6
Employee
Manager
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Next Level Manager
30
Employee Acknowledges Review
1
Click inbox
notification
1
2
3
Click icon &
acknowledge
2
4
5
6
Click
“Submit”
3
C
Process Complete
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Appendix
Creating Goals | Competency Evaluation | Performance Discussion
How to Create “SMART” Goals
What specifically will
I do?
Example:
> Identify and plan a process improvement initiative in your department
that will achieve reduced cost and increase quality by the end of first
quarter.
How can I measure
success or know that I
have reached my goal?
Examples of measurable items:
> Revenue/Margin/Market Share/Growth/Budget/Operating Income
> Quality Standards/Attendance Rate/How Many (Percentage/Frequency)
> Customer Satisfaction/Employee Survey Results/Benchmark Standards
> Margin of Errors/Acceptable Rates of Mistakes
Is the goal aligned to
my department,
business area, division
goals?
Example:
> All customer complaints must be responded and resolved within 24
hours in order to improve customer satisfaction within our division.
Oriented
What’s the impact?
Will it deliver results to
enhance business or
development?
Examples of things that are Results Orientated:
> Consistent with Functional Specialty and Company Business Direction
> Challenging to Motivated Employees Career Development Objectives
Time Bound
What’s the due date?
Be specific on exact
date.
Example:
> Identify and plan a process improvement initiative in your department
that will achieve reduced cost and increase quality by March 28, 2015.
Specific
Measurable
Aligned
Results
You Can’t Improve What You Don’t Measure!
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Creating 2015 Goals
There are two types of goals for 2015:
> Performance
> What do I have to accomplish to get my job done?
> What do I have to do to be successful in my job in 2015?
> Recommend 2-3 goals
> Development
> How can I develop (knowledge, skills, abilities, leadership behaviors) to grow in
my current role or future role?
> Recommend 1-2 goals
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Sample Performance Goals
> Reduce the cost of the X by 10% by July 28, 2015 in support of
division requirement to create more affordable solutions
> Ship 25 tested, qualified systems to Air Force by September 25, 2015
to satisfy contract requirements
> Achieve 20% material productivity gains in both direct and indirect
supply chains through business intelligence, e-buying channels and
corporate sourcing capabilities by June 25, 2015 to organizational
supply chain goals
> Lead Program X and deliver 300 systems by November 28, 2015 to
the Navy as specified in contract
> Capture new business development opportunity of $xxM as
committed in Q2 forecast
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Development Goals
Learning Formula = Learn + Apply
We learn by doing
Focus your development goal around what you can do to develop
Examples:
> Added responsibilities
> Exposure to portfolio of products
> Projects and/or task forces
> Learning something new and taking responsibility to apply it to a project
> Scale (size) jump
> Scope (complexity) change
> Stretch Assignment
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Complete Self Evaluation of Exelis Behavioral Competencies
> Review each behavioral
competency description in PfP
> Select your skill level for each
competency
> Developing
> Proficient
> Excels
> Write concrete examples to
support your self assessment in
the Strengths and Development
Opportunities section
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“Developing” Assessment on Exelis Competencies
> Everyone has an opportunity for continued growth and development
in one of the competencies and associated behaviors
> Developing rating is expected for employees that are
> New in role – less than one year
> Taking on expanded responsibilities in scope or scale
> Learning new technologies
> Dealing with complex problems
> Creating a rich development goal is essential to advancing ourselves
and Exelis
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Checklist to Prepare for Performance Discussion
> Collect specific examples of performance and behavior (completed
projects, external/internal customer input, peer input, missed
deadlines, specific behaviors)
> Note key accomplishments, additional responsibilities,
and areas for improvement
> Ask questions, listen and provide clarification
> Follow up on agreed upon goals
as performance/behavior is
demonstrated
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Engaging in the Performance Discussion
> Work toward common goals
> Set clear expectations
> Give and receive regular feedback
> Ask for guidance
> Acknowledge good performance and desired behaviors
> Respect and plan the time for employee/manager
discussions
> Work constructively toward understanding and
agreement
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Questions and Answers
?
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