Talent Management Whos driving your career? Topic Presenter(s)

Talent Management Whos driving your career? Topic Presenter(s)

Talent Management Whos driving your career? Topic Presenter(s) 1 Introduction Human Resources 2 Its YOUR CareerTime to Take the Wheel

Public Service University 2 Talent Management Driving to Success Profile Management Performance Management 3 S.M.A.R.T. Performance Goals 4 Career Goals

5 Starting the Journey Training Support Contact List Quiz Instructions Introduction HR Remediation Projects Initiative: Employee Self Serve Open Enrollment DIHRT (Department Initiated HR Transactions)

Administrative Instruction 7-32-1 Employee Work Plan (EWP) Administrative Instruction 7-32-2 Performance Evaluation Guide (PEG) Effective February 2006 Mandatory, but compliance was difficult Process cumbersome 3 Talent Management replaces EWPs and PEGs

No more paper performance evaluations. Completed online in PeopleSoft. Identifies employee contributions to achieving goals Supports two-way communication: Manager and Employee Whats New? Five Point Rating Scale 2 Levels of Manager

Approval Increases Employee Involvement: Input on career goals and self-review Manager Dashboard Staggered Performance Evaluation Due Dates Compliance tracking by HR Driven by Employee Anniversary Dates (not Fiscal Year start/end)

Checkpoints Expectation: 100% Participation Its YOUR Career Time to Take the Wheel e Be p, ! ep e

B How you looked on the outside When you werent driving How you felt on the inside When you were driving Getting from Point A to Point B Point A: Cant Drive Point B: Licensed Driver

Drivers Ed Class Permit Driving Test Studying Practice Driving 8 Is driving your car as fun as it used to be? Probably not, but its still just as important to keep control of the vehicle as it was the very first day. You are the driver. You decide where to go and how to get there.

The car is the tool you use to achieve your goal. Talent Management river D r e Care ndbook Ha s Driving to Success

What is Talent Management? There are two parts to Talent Management Profile Management + Performance Management Part One: Profile Management Person Profiles track military service, training, education, as well as, licensing and certifications of any type (personal or professional). Help supervisors track certification expirations and employee KSAs (Knowledge, Skills and Abilities). Driving Your Career Person Profiles are created by YOU. Person Profiles are about YOU. Person Profiles SHOWCASE YOU!

There is more to YOU than a Job Description! Volu nt eer MultiLingual VETERAN College Degree Create Your Person Profile My Current Profile

Several items require manager approval. Upload supporting documentation to prove the validity with your submission for these items. 13 Person Profile Responsibility Create your Person Profile Enter all work related licenses and certifications with their expiration dates The system will alert you and the manager when the expiration date is approaching so that they do not expire This eliminates manual tracking efforts and employee downtime Part Two: Performance Management Performance Management is an ongoing,

year round ACTIVE system. PeopleSoft is the tool that facilitates the communication process with these important aspects: Communicating the business direction Planning performance Managing performance Evaluating performance Career Development

Shared Accountability Two-way Communication Performance Management Timeline Performance Management Roles MANAGER ACTIVITIES Evaluating Manager Creates Document Adds City Goal(s) Not Rated Reviews Core Values with Employee at

beginning of year Sets & Reviews Performance Goals with Employee at beginning of year Rates & Comments at end of year Sets Career Goals with Employee

Rates & Comments at end of year Documents & Comments Conducts Checkpoints End of Year Review & Shares with Employee Feedback from Employee Finalizes Performance Document Approving Manager

Compliance Gatekeeper Review and approves/closes evaluation EMPLOYEE ACTIVITIES Reviews City Goals (Not Rated) Reviews Core Values (Rated) Reviews & Discusses Performance

Goals with Manager (Rated) Sets Career Goals with Manager Participates in Checkpoints with Manager throughout year End of Year: Conduct Self-Review, Ratings & Adds Comments Receives Manager Review Provides Feedback/Comments Acknowledges Final Review/Rating Progress is tracked by the system: 1.Leads the manager through the steps. 2.Shows due dates for each of the steps. Due dates trigger alerts.

3.Sub-steps also display. 4.Steps in progress display as yellow. 5.As each step is completed, a green checkbox appears. 6.If the step is late, the icon will show red. 7.If a checkpoint is skipped, the step shows as skipped. Green = Completed Yellow = In Progress Red = Overdue 18 Beginning Process Manager creates

Performance Document Manager adds City Goal to the document Manager reviews Core City Values Manager adds Performance Goals to the document Manager adds Career Goals to the document Reviews the Performance Document with the Employee During the Year

Manager & Employee: Add Performance Notes (Ongoing) Checkpoint 1: Manager Comments & Shares Employee reviews comments and adds comments Checkpoint 1: Complete Checkpoint 2: Manager Comments & Shares Employee reviews comments and adds comments Checkpoint 2: Complete End of Year

Employee: Self-Review Manager: Conducts Review Manager & Employee: Discuss Review & Ratings Employee Acknowledges Evaluation Employees Manager Finalizes Evaluation Approving Manager: Reviews & Approves or pushes back until complete

Annual Evaluation Closed Performance Document Tabs: 1. 2. 3. 4. 5. 6. 7. City Goals Core Values Job Summary

Performance Goals My Career Goals Overall Summary Comments Attachments can be added to the document by the Evaluating Manager Only. Audit History on the bottom of every document. New Rating Scale 5 Point Rating Scale 1. 2.

3. 4. 5. Unsatisfactory Performance Needs Development Meets Expectations Exceeds Expectations Exceptional Performance There are two Rated Sections: Core City Values Performance Goals

View of the 5 Point Rating Scale Additional Performance Tools Ability to Add Performance Notes all year Advantages: Performance Notes are Private Jogs your memory about highlights/successes Quick access to copy and paste to your Performance Document Helps you support your self-review ratings Assists in evaluation discussion with manager Workflow E-mails System generated e-mail reminders/updates Directs manager and employee to the next steps in process

Provides a URL link to take you to the Performance Document S M A R T SMART Performance Goals What is a SMART Performance Goal? A carefully crafted, comprehensive statement about what the employee intends to accomplish throughout the year An individual action plan

Advantages of SMART Performance Goals Provides guidance and direction for work Links employee accomplishments to organizational objectives/goals Clarifies expectations for the employee and supervisor Improves performance Elements of SMART Performance Goal Example: Example: Reduce Reduce time

time from from answering answering call call to to first first responder responder call-out call-out by by 10% 10% by by 6/30/2017 6/30/2017 in in order

to support order to support Public Public Safety. Safety. Manager: Providing Direction Sets the Performance Goals and adds them to the Performance Document Communicates the goals and responsibilities to employee Makes sure that the employee understands the goals Answers employee questions to clarify. The manager is responsible to create the goals, but employee

is responsible for their performance. Comments on progress at Checkpoints Rates and Comments at end of performance year 29 Employee: Taking the Wheel Reviews the Performance Goals set by the manager Understands goals and their associated responsibilities Asks questions until the goal is clear Responsible for performance related to meeting the Performance Goals Comments on progress at Checkpoints Conducts Self-Review at end of performance year Managers may work with employees to create the goals, but managers have the final responsibility to set the Performance Goals.

Career Goals Where do you want to be in 1 year? 5 years? 10? Career Goals help you get there! Advantages of Career Goals Assists in achieving the Performance Goals Enhances your Knowledge, Skills and Abilities Uniquely YOURS! Tailored to help you meet your personal career goals. Helps you keep your current career on track Helps prepare you for your career future Questions to help create a Career Goal Development Target What do I need to improve?

How to Achieve What Development Method(s) will I use? Measurement How will I measure my improvement? Completion Date When will I complete my Development Target? Results What was the impact on my performance? Managers will work with employees to create meaningful Career Goals, but managers have the final responsibility to enter them into the system. Career Development Opportunities

Advisory Committees Apprenticeships Certifications Challenging/Stretch

Work Assignments Classroom Training Conferences Cross Training Degree Programs Internships Job Rotation Job Shadowing Job Swap

Mentoring Online Learning On the Job Training (OJT) Professional Association Activities Reading (Book Club) Research Projects Self Study Skill Development Special Projects Task Groups Volunteer Activities

Career Goals Every employee should have a minimum of two Career Goals Every employee should have a career goal to complete their Person Profile Career Goals are NOT RATED, but they are Documented (Met or Not Met) They are not part of the performance rating Starting the Journey Training Support for Talent Management Public Service University Talent Management Website Classroom sessions: SMART Targets, etc. On-Demand Online Courses Activity Based

Courses in See It! and Try It! mode System Process Documents (Detailed Job Aids) Job Aids (Quick Steps) Open Workshops 37 Contacts Department Subject Matter Experts (identified by Directors) Department HR Coordinators Public Service University, 768-3200 DTI Help Desk, 768-2930 Password resets & system issues 38 Talent

Management Quiz There are two parts to complete before you will receive course credit: Part One: Complete training session 1. Attended the training session Part Two: 2. Complete Quiz (final step) You will receive an e-mail with the link to the Quiz. Complete the Quiz to receive credit. Talent Management

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