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Annual Performance Management Process: Overview for IDC Employees (Solutions and Services Workforces

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Copyright © 2008 Accenture All Rights Reserved. Accenture, its logo, and High Performance Delivered are trademarks of Accenture.

The Performance Year began in June
Performance Year : 01 June to 31 May
Relative Performance Assessment: Laddering & Moderation (May – mid June) Rating/ promotion communication to employees Compensation letter release (01 Sep) Relative Performance Assessment: Laddering & Moderation (May mid June)

JUN

JUL

AUG

SEP

OCT NOV DEC

JAN

FEB

MAR APR

MAY

ARD: Creation of CDP Set Objectives: Set / Review objectives for the individuals at the beginning of the performance year

Midyear review of CDP Assess Outcomes (final): Self Input: March - April Feedback discussion and documentation: April

Assess Outcomes (mid year): - Review of objectives - Discussion and documentation of six monthly feedback for employees

Copyright © 2008 Accenture All Rights Reserved.

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we will – – Discuss the important steps in the Annual process – Understand expectations from the key players – employees.Objectives of this session • In this session. supervisors and counselors – Take note of the timelines – Become aware of the resources and enablers Copyright © 2008 Accenture All Rights Reserved. 3 .

and promotion readiness by analyzing information available on myP Copyright •Communicate final rating and promotion decision 4 . the Final Supervisor/ Final Moderation Rep identified will represent the employee in the final moderation meetings •Review Self Input. if any Project Supervisor* • Provide feedback to the employee. if any. to the assessment and submit it on myP • Represent the employee during the laddering and moderation meetings Counselor • Provide input. make changes.Who are the key players ? •Feedback should be documented in ‘Detailed Feedback & Rating’ ONLY. on counselee’s performance and discuss the feedback with counselee and his/ her supervisor • Enable counselees develop action plans as per the feedback received as a part of Annual Review Discussion *For employees moderated on GCP. •Ratings against Leadership Contribution Areas and Behavioral Competencies (Performance Factors) will form an important input for relative assessment process Employee • Document self input and include when requesting for assessment • Have a feedback discussion with the Supervisor • Review feedback received from the Supervisor and discuss changes with him/ her. if any. based on performance © 2008 Accenture All Rights Reserved. post reviewing the self input • Post discussion with the Employee. connect with previous/ current project supervisors and document preliminary recommendation on myP •Discuss performance feedback with the employee •Represent assignee in GCP final moderations for final rating and promotion recommendations. all other feedback documented on myP.

5 .Step 1: Employee evaluates his/ her performance and documents self input against the current Performance Year Objectives Copyright © 2008 Accenture All Rights Reserved.

and High Performance Delivered are trademarks of Accenture. Accenture. its logo.How to document self input effectively? Strong foundation for assessor address potential gaps between his/her and employee’s perception of the employee's performance Means of ensuring that employee has a voice in the process Helps assessor to review employee’s assessment of his/her contribution •Describe the context •Use numbers/ percentages •State impact of results •Avoid repetition Copyright © 2008 Accenture All Rights Reserved. •Highlight outcome 6 .

Key contribution provided for Y module.How to document self input effectively? Job Aids for documenting self input Business Operator Meet deliverable requirements or service level metrics Poor self input document I have been delivering quality deliverables well ahead of the time always even if I had to work on multiple projects at a time and had dependencies on multiple teams. Copyright © 2008 Accenture All Rights Reserved. Played important role in resolving scheduler issues and save time by reduction of manual work. 7 .Key contribution for 2 modules a. Establish self as expert or key contributor Took initiative to be a subject matter expert for X campaigns and documented the campaign learnings in detail.Worked as SME for 3 key X segments . Independently managed all the communication and process updates with the client. its logo. Poor self input document Appropriate self input document Coding delivered as per the clients' requirement and adhering to quality standards. Accenture. Received award points for this effort. a) Slippage not more than 1 per 10 requests handled 95% of the testing is done independently and most of it rectified during peer reviews without any unacceptable delays. Able to perform 97% percent of the test till date Value Creator Appropriate self input document . Key contribution provided for Scheduling Custom reports migration. b. and High Performance Delivered are trademarks of Accenture. to bring the project on track and minimize delay and in the end deliver it with 0 UAT and post-release defects.

8 . Helped team members (A and B) in optimizing their SQL queries. and High Performance Delivered are trademarks of Accenture. 3. got opportunity to groom them. its logo. Accenture. 2. Conducted two trainings on Z for the team members to enhance technical skills and smooth running of the project Copyright © 2008 Accenture All Rights Reserved. Appropriate self input document 1. As 2 junior members started their first project. SQL Server and functional aspects for ABC campaigns.X and Y. 5. Learnt the process of running ABC campaigns in project and helped team members create a draft version of the run books. Trained the new Y resources on packages. 4. Took training sessions for 2 new resources . modifying/designing packages. answering questions from the client/onshore liaison. Help ABC team maintain up to date campaign status.How to document self input effectively? Job Aids for documenting self input People Developer Build skills of team Poor self input document Helped 6 junior team members to build their technical skills as well as guided them to put structured efforts.

Step 2: The Supervisor provides feedback and absolute ratings to the employee for his/ her performance in Performance Year on the three Leadership Contribution Areas and Performance Factors Copyright © 2008 Accenture All Rights Reserved. 9 .

Understanding Leadership Contribution Areas and Behavioral Competencies (Performance Factors) Leadership Contribution Areas •Business Operator •Value Creator •People Developer Behavioral Competencies (Performance Factors)* Solutions •Organizes and Directs Complex Work Efforts •Drives for Value Added Results •Anticipates and Handles Critical Situations •Builds Technical Capabilities •Demonstrates Professionalism and Confidence •Maximizes Team's Performance •Communicates and Influences Effectively •Creates and Seizes Business Opportunities *Vary as per career level Copyright © 2008 Accenture All Rights Reserved. Services •Drives to Add Value •Organizes and Directs Complex Work Efforts •Analyzes and Solves Poorly Defined Problems •Builds and Applies Skills and Capabilities •Establishes Personal Credibility with Clients and Others •Maximizes Team's Performance •Anticipates and Handles Critical Situations •Builds and Sustains Client Ownership and Commitment •Negotiates Solutions and Resolves Conflicts •Creates and Seizes Business Opportunities 10 .

and Business Operator A rating for each of the three LCAs A rating for each Behavioral Competency (Performance Factor) Description of strengths and areas for development Note: The absolute ratings are a key input into the relative assessment during the annual process Copyright © 2008 Accenture All Rights Reserved.are assessed using Performance Factors A detailed performance assessment includes: Description and contribution within each Leadership Contribution Area – Value Creator. the results. in the context of the three Leadership Contribution Areas. Your supervisor will document and rate: • WHAT you have achieved. 11 .What should you expect from your feedback discussion/ documentation? Outcomes are assessed in two dimensions: results and behaviors. People Developer.(LCAs) • HOW you went about achieving results – Behavioral Competencies .

Met Expectations Delivered results in line with career level and available opportunities Results could have been more substantial. Partially Met Expectations Did Not Meet Expectations Copyright © 2008 Accenture All Rights Reserved. handed to others or where guidance was repeatedly necessary Rating Exceeded Expectations Definition Delivered results significantly beyond those typical of the career level.What should you expect from your feedback discussion/ documentation? Understanding Rating scale for LCAs If You produced results. 12 . given career level and available opportunities. given career level and available opportunities. on multiple occasions that clearly surpassed expectations for this career level and on no occasions did the results clearly fail to meet expectations You produced results that sometimes surpassed expectations but generally were in line with expectations for this career level There were one or two occasions when better results could have been achieved with more skills. Results were deficient or clearly below expectations. effort or focus There were assignments or tasks that needed to be redone.

some improvement is required Had difficulty demonstrating the Factor. 13 . significant improvement required You effectively handled typical situations when they arose Met Expectations There were some typical situations you could have handled more effectively Partially Met Expectations You frequently needed help or support with handling situations Did Not Meet Expectations Copyright © 2008 Accenture All Rights Reserved. but not all situations.What should you expect from your feedback? Understanding Rating scale for Behavioral Competencies (Performance Factors) If You have been consistently handling situations where most others at your level struggled Rating Exceeded Expectations Definition Effectively demonstrated the Factor consistently above and beyond expectations (i.e. all of the time and in all situations) Effectively demonstrated the Factor in line with expectations (i. most of the time and in many situations) Effectively demonstrated the Factor in some.e...

Step 3: Supervisor represents the employee in moderations for relative assessment against the peer group Copyright © 2008 Accenture All Rights Reserved. 14 .

reviewer needs to rate results achieved and behavioral competencies (performance factors) against the above rating scale. Copyright © 2008 Accenture All Rights Reserved.Relative Assessment: Approach to Ratings Individual performance is…Employee’s results (Leadership Contribution Areas) and Behavioral Competencies (performance factor) ratings      Relative contribution is…Employee’s final rating based on performance when compared to the peer group     Contribution at the Very Top of Peer Group (5% of peer group) Contribution Significantly Above Peer Group (25% of peer group) Contribution Above Peer Group (20% of peer group) Contribution Consistent with Peer Group (40% of peer group) Exceeded expectations Met expectations Partially met expectations Did not meet expectations No basis   Contribution Below Peer Group (10% of peer group) Requires Improvement (Need basis) In detailed feedback and rating form. Outcome of moderation would be final rating per the above rating scale 15 .

16 . Copyright © 2008 Accenture All Rights Reserved.Relative Assessment: Promotion Criteria There are broadly the following criteria for assessing promotion readiness for Solutions Workforce employees : Time spent at level Consistent performance Potential to perform at the next level Growth plans and business affordability for the next FY The Promotion Eligibility Guidelines will be made available on IDC Home portal Services Workforce: All employees in Services Workforce will be promoted through the quarterly Real Time Promotion process based on availability of positions.

Levels C to B Promotions • Ratings & • Rating for SM/ Level • *Review & sign off Promotion A on Rating of top recommendations 30% M for AM & M / Levels C to B. Ratings & • Ratings & Promotion recommendations made for all employees • Ratings & • Ratings finalized for Promotion finalized Promotion finalized SM for levels upto TL/ for levels AM & M/ • Sign off on M to SM Level D. Copyright © 2008 Accenture All Rights Reserved.Relative Assessment process: Key Steps for offshore moderations May – early June By mid June Project Laddering DU/DG Moderation IG Moderation IDC Moderation Key Steps • Ranking. 17 .

• The IDC GCP • Final ratings & promotion decisions sponsor to sign off on the GCP ratings to be reviewed and signed off by IG HR & promotions for their respective & Business SPOC geography • The host country • Ratings & promotion GCP sponsors to sign off on the GCP decisions to be signed off by the IDC ratings & promotions for their leadership team respective geography 18 .Relative Assessment process: Key Steps for GCP moderations May – early June Project Calibration/Laddering Offshore IG & Host country GCP sponsor sign off By mid June IG Moderation Final Sign Off • Project ranking. preliminary ratings and promotion recommendations made for all employees • Final ratings & final promotion recommendations for levels upto M / Level B. to represent the employee during the • Moderator to sign off project calibration / on the final rating & laddering promotion decision Copyright © 2008 Accenture All Rights Reserved. • Final Supervisors to • Project Supervisors represent employees in these sessions.

Responsibilities and Next Steps Employees Complete all Annual Process Trainings to understand process and expectations •Update supervisor details on AST (by mid March) •Provide self input and request for assessment (by early April) •Meet with counselor to discuss self input and provide context on performance during the year (mid March to early April) Meet with supervisor to discuss performance assessment Ensure that supervisor receives feedback for all work done including additional contributions and make all necessary information available to supervisor to enable him/ her to represent you in laddering and moderations (April) Supervisors Complete all Annual Process Trainings to understand process and expectations Encourage your team members to document self input (mid March to early April) Counselors Complete all Annual Process Trainings to understand process and expectations Meet with counselee to obtain necessary context on performance during the year (mid March to early April) •Supervisor to review Self Input. all other feedback documented on myP. •Additional feedback provider to document assessment in general feedback form •Meet with employee for feedback discussion (April) Provide general feedback to the Counselee on his responsibilities under the Career Counseling framework (April) Copyright © 2008 Accenture All Rights Reserved. connect with previous/ project supervisors and document feedback for entire performance year in detailed feedback and rating form. 19 .

20 . prior to moderations Participate in rating and promotion communication discussion (August end) Meet with counselor for ARD and document CDP (Sep-Oct) Anchor rating and promotion communication discussion (August end) Participate in rating and promotion communication discussion (August end) Meet with counselees for ARD and document CDP (Sep – Oct) Copyright © 2008 Accenture All Rights Reserved. if any.Responsibilities and Next Steps Employees Supervisors Participate in laddering and moderation discussions (May to mid June) Counselors Provide inputs and additional context to the supervisors.

please reach out to Employee Connect Services team . 21 . and describe and document performance. review self input. Tool Support . call to be logged with CIO support via BizInquiry Assess Outcomes Training is available on myLearning: A self-paced.What resources will enable you? Source myPerformance tool (click here to access) Information myPerformance website from where you can access and review objectives. and document feedback. effectively document self input on results.In case of any technical issues faced with the tool. computer-based training to teach you how to initiate a request for an assessment. If you have questions about the Performance Management process.by dialing 2222 or logging a request on myRequests Query Resolution (myRequests) Tips for Creating Self Input Refer to useful tips for Documenting and Reviewing Self Input Results Tips for Providing Feedback A variety of help content is available to assist you in documenting feedback Copyright © 2008 Accenture All Rights Reserved.

Are you familiar with myPerformance? You need to access and review objectives. and document feedback on https://myperformance.accenture. 22 .com Click How to Create Self Input for step-by-step system instructions Click How to Request Feedback for step-by-step system instructions Click How to Provide Feedback for step-by-step system instructions Copyright © 2008 Accenture All Rights Reserved. review self input.