UPM Transition
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UPM Transition

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Transition presentation with recommendations.

Transition presentation with recommendations.

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  • As part of integration, a core team of HR professionals representing each of the legacy organizations (SMART, LECG US & UK, and Bourne) partnered with Project Pinnacle to redesign the annual review process. Specifically, the team has:Drafted a new LECG core competency model, by aligning existing legacy organization competencies into one of four categories: Individual, Client, Business and Leadership (to be finalized in 2011)Designed a single annual review process, timeline and on-line review toolBuilt the proposed competency model in UPMLed the 2010 Annual Review Pilot Group – obtained feedback will help drive 2011 Performance Management Initiatives The engagement review mimics that of the engagement review in use today
  • Can only Engagement Managers complete the review for the employee?We are still in communication with UltiPro consultants (I send an email to Chad last Tuesday concerning this and have yet get a response)
  • Completion of Engagement Reviews has been historically low. An electronic/ paperless process could increase the completion rate among employees and streamline the process Vast ApplicabilityPaperless Training Approval Process?UPM LibraryThe employee is able to save the engagement review to their UPM library for future reference.This process is as opposed to using paper and does not have to be delegated by the employee’s UltiPro supervisor like the UPM Engagement Review process
  • Utilization of Objective-setting when completing an Annual Review in UPMAllow for uploaded documents to serve as objective completion referenceSave and/ or Update frequently when completing reviews in UPMStress importance of LECG Annual Review rating scale and how it relates to each competencyUPM Pilot Comment:Providing a more detailed description of each of the 5 ratings and what they mean in reference to each competency5 – Outstanding for Individual “Something that would be useful in order to rate myself better against each of the criteria is a more detailed description of each of the 5 ratings and what they mean in reference to each criteria. For example, 5 - Outstanding for Individual demontratesx,y,z.”
  • Utilization of Engagement Reviews in 2011 (Q1 and/ or Q2)Process flow: Employee Manager to delegate the engagement review to the Engagement ManagerQuarterly or Mid-Year Distribution360-feedback should be includedBest Practice Process Flow (UP Supervisor to delegate Engagement Review to the Engagement Manager)To distribute semi-annually (Q1 & Q2)Create training materialsBased off of the obtained data, determine timing for 2011 company-wide roll outCompetencies & Behavioral IndicatorsFurther tailoring scoped for 2011Departmental Review (i.e. IT – Career Track)
  • Continue to update the 2010 PMP Work plan on the I-drive:I:\\Talent Development\\Performance Management\\2010 PM Project

Transcript

  • 1. Transition from Project Pinnacle to Human Resources
    UltiPro Performance Management:
  • 2. Development to Date
    Drafted a new LECG core competency model and behavioral indicator framework
    Designed a single annual review process, timeline and on-line review tool
    Built the proposed competency model in UltiPro Performance Management (UPM)
    Created training materials for the Competency Model and UPM functionality
    Led the 2010 Annual Review Pilot Group
    Built a UPM Engagement Review
  • 3. Outstanding Questions/Considerations
    Resource responsible for initiating/batching the annual reviews
    Best practice for leveraging the manager review and self review during the annual review meeting
    Identification of who should generally perform the following roles in the annual review process:
    Reviewer
    Contributor
    Approver
    Best Practice UPM Engagement Review Process Flow
    Incorporating Technical Career Track into UPM
  • 4. UPM Annual review process flow
    • UPM Annual Review
    UPM Administrator Batches the Annual Review to Supervisors and related Employees
    Employees and Managers are notified
    Employee Completes the Review
    Manager Completes the Review
    The Employee and the Manager Meet to Discuss Review Details
    The Employee Acknowledges the Review
  • 5. UPM engagement review process flow
    • UPM Engagement Review
    UPM Administrator Batches the Review to the Employee’s UltiPro Supervisor
    The Supervisor signs into UltiPro and Delegates the Engagement Review to the Appropriate Engagement Manager
    The Employee will complete the Engagement Review
    The Engagement Manager will Complete the Review
    The Employee and the Manager will Meet to Discuss Review Details
    The Employee will Acknowledge the Review
  • 6. Alternative engagement review process
    • Electronic Signatures
    • 7. Vast Applicability
    • 8. UPM Document Library
    • 9. Option: Typed Name as Electronic Signature
    • 10. Process Flow:
    Evaluator completes and electronically signs the engagement review
    The employee acknowledges and electronically signs the engagement review
    The Engagement Managing Director approves the Engagement Review by electronically signing the document sending it to HR for records
  • 11. Key Objectives & Status
  • 12. Features Recommended/Review
    Objectives
    Attachments
    Approvers
    Contributors
    Save
    Rating Scales & Competencies
  • 13. 2011 Roadmap
    Finalize Competency Framework for the 2011 Annual Review Process
    Pilot the LECG UPM Engagement Review
    Finalize process flow and approach
    Distribute UPM Annual Review Company-wide in Q3
  • 14. Roadmap Considerations
    Conduct an Office and Engagement Manager survey to prescribe the most convenient format and process for the Engagement Review
    Revise the UPM Annual Review form based on feedback from the pilot group, as needed
    Continue to update the 2010 PMP Work Plan
    Go-live of all UltiPro Reviews will need change management and SOP