ePerformance

Cynthia Wilson
Senior HCM Consultant

December 2004
 A Development & Performance Culture
Breeds Leaders
Company has a sense of purpose

Employees understand how they

can make a difference

Performance and development

culture

Leaders are celebrated –

recognized and rewarded,
motivating others

Be the Employer of Choice

 PeopleSoft ePerformance

• Version 8.8 1st release of Self-Service

Performance Management

• Version 8.9 will expand on functionality

– General release date: Q4, 2004
Overview of ePerformance

• Utilized by Managers, Employees and HR

Administrators

• Provides continuous performance evaluations

throughout entire year

• Documents are always available for updating

as employees’ projects and goals change
Overview of ePerformance

• Provides standardization of performance

criteria across entire company

• Yet, application is very flexible, enabling

development of separate documents
according to divisional requirements

• Evaluations are created centrally or delegated

to managers
 Disadvantages of Typical
Evaluation Processes
• Largely non-automated, requiring extensive
manual processing

• Usually late and not relevant to employee’s

current performance and assignments

• Inefficient and difficult to understand

• Corporate strategy is not communicated to

employees nor included in individual goals
 Advantages of PeopleSoft ePerformance
6. Measurement
7. Customer
Service
• Continuous collaboration between manager and
employee throughout the evaluation cycle
5. Corporate
Management 1. Business
Develop
• Continuous adjustment of employee goals and
performance rating

• Enables corporate strategy to be communicated to

employee and linked to performance expectations
4. Execution

• Easy creation of employee performance plans

2. Project Planning

3. Workforce
Planning
ePerformance Integration Points

• HR

• Planning Salaries

• Managing Competencies

• eDevelopment
 PeopleSoft Solutions: High-
Performance Workforce Life Cycle
 Roles

• ePerformance Setup

• ePerformance Administrator

• Manager

• Employee
 ePerformance Setup Role

• Performs initial setup and on-going

maintenance of application

• Creates performance criteria

• Creates document types, section definitions,

and template definitions
 ePerformance Administrator Role

• Creates performance criteria

• Creates document types, section definitions
and template definitions
• Creates performance documents
• Monitors progression of performance
documents throughout the cycle
• Reports on missing or late documents
• Performs routine functions (changing status of
document, canceling document, etc.)
 Manager Role
• Creates performance documents for direct
reports
• Views performance history
• Maintains notes on their direct reports
• Approves performance documents
• Monitors progression of performance
documents for their direct reports
• Receives notification of missed due dates
• Performs administrative functions (changing
status of document or canceling document,
etc.)
 Employee Role

• Maintains performance document

• Updates performance document
throughout the year
• Keeps notes and tracks progression of
goal achievement
• Suggests new goals to manager
• Views their personal performance history
• Prints out their completed performance
document
ePerformance Framework

• Collection of user-defined subdocuments,

including:

– Mission Statement – reconnects people to the goal

of the company
– Initiatives – company-wide goals
– Employee Goals
– Responsibilities
– Competencies
Flexibility in Template Design

• Multiple templates may be designed according

to corporate needs

– Annual Review
– Mid-Year Review
– Performance Improvement Plan (for under-
achievers)
– One for each division, department, office, etc.
– Any combination according to your needs
Business Process Tasks

• Define performance process

• Generate performance documents

• Maintain on-going performance

• Complete performance cycle

 Defining Performance
Process
• Define document types

• Define document sections

• Define templates

• Create performance documents

• Establish workflow notifications

 Generating Performance
Documents

• Create performance documents

from templates

• Update performance criteria, if

needed
 Maintaining Ongoing
Performance
• Manager Document:
• Manager maintains employee performance
and records notes

• Employee Document:
• Employee maintains self-appraisal and records
notes
 Completing Performance
Process

• Employee completes self-appraisal

• Manager completes performance document

• HR approves performance document (if

applicable)

• Manager schedules face-to-face review and

signoff
Additional Features

• Ratings – Averaging, Summation or Review

Bands
• Competencies and proficiencies may be
loaded from third party providers
• Templates can be grouped by Job Code, Job
Family, Position, Salary Grade or User
Specified
• Performance documents are created by HR or
Manager
Additional Features (cont’d)

• Performance documents are passed between

manager and employee continuously until
performance cycle is completed
• Performance criteria on documents may be
added, deleted or edited
• Employee and manager performance notes
are kept private from each other
• Employees may add their own goals to
performance document
Delivered Advisor Tools

• Development Tips – suggests

methods of improving, developing
and using a competency

• Results Writer – generic

competency statements to assist
managers with comments

• Language Checker – watches for

inappropriate language
Text Catalog

• Allows functional staff to easily

make modifications to:

• Page Titles
• Instructional Text
• Group Box Labels
• Button Labels
• Field Names
• Hyperlink Labels
• Warning Messages
Approval Options

• Multiple approval options to choose from

• Drives when performance cycle is complete

• Determines which buttons and fields are displayed

to users during the approval process
Ratings:

• May be weighted

• Rounded up, down or nearest

• Trace log may be enabled for verification of

ratings calculations
Performance Documents May Be:

• Transferred to new manager

• Updated with new due dates

• Rolled back to reflect a status change

• Cancelled when employee leaves company

before cycle completion
Delivered Reports

• Missing Documents

• Late Documents
Inquiry Pages (Manager)

• View Performance History

• View Approval Status Summary Detail

 Inquiry Pages
(HR Administration)

• Rating Distribution Summary

• Displays preliminary, actual and desired rating
distributions

• Status Summary
• Displays percentage of performance documents in
each document status

• Both summaries produce ‘hot’ graphs,

allowing for drill down to find details
 In Summary

PeopleSoft ePerformance offers you

9Flexibility to meet your needs

9Integration with your HR and Business Processes
9Robust technology
9Availability through web-enablement offering
employee and manager self-service
9Monitoring to ensure your organization maximizes
the potential of your most valuable asset
Questions?
Thank you for attending!!

Cynthia Wilson - cwilson@noblestar.com

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