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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