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Performance, Comp, Succession First Looks - Oct. 16

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Performance, Comp, Succession First Looks - Oct. 16

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Performance, Comp, Succession First Looks - Oct. 16

  1. 1. First Looks: Performance, Compensation and Succession • Feedback – Goals in Review (Performance) • Observation Checklist – Electronic Signature (Performance) • Custom Wage Types (Compensation) • Rating Scale and Formula Metric Enhancements (Succession) • Succession Workflow – Task Review (Succession) 4
  2. 2. This presentation includes forward-looking statements. In this presentation, the words “believe,” “may,” “will,” “estimate,” “continue,” “anticipate,” “intend,” “expect,” “predict,” “potential” and similar expressions, as they relate to Cornerstone OnDemand, Inc. (“Cornerstone OnDemand” or the “Company”), business and management, are intended to identify forward-looking statements. In light of the risks and uncertainties outlined below, the future events, circumstances, and functionality discussed in this presentation may not occur, and actual results could differ materially from those anticipated or implied in the forward-looking statements. The Company has based these forward-looking statements largely on its current expectations and projections about future events and financial trends affecting its business. Forward-looking statements should not be read as guarantees of future performance or results, and will not necessarily be accurate indications of the times at, or by, which such performance or results will be achieved. Forward-looking statements are based on information available at the date of this presentation and management’s good faith belief as of such date with respect to future events, and are subject to risks and uncertainties that could cause actual performance or results to differ materially from those expressed in or suggested by the forward-looking statements. Important factors that could cause such differences include, but are not limited to: the Company’s ability to attract new clients to enter into subscriptions for its solution; the Company’s ability to service those clients effectively and induce them to renew and upgrade their deployments of the Company’s solution; the Company’s ability to expand its sales organization to address effectively the new industries, geographies and types of organizations the Company intends to target; the Company’s ability to accurately forecast revenue and appropriately plan its expenses; market acceptance of enhanced solutions, alternate ways of addressing learning and talent management needs or new technologies generally by the Company and its competitors; continued acceptance of SaaS as an effective method for delivering learning and talent management solutions and other business management applications; the attraction and retention of qualified employees and key personnel; the Company’s ability to protect and defend its intellectual property; costs associated with defending intellectual property infringement and other claims; events in the markets for the Company’s solution and alternatives to the Company’s solution, as well as in the United States and global markets generally; future regulatory, judicial and legislative changes affecting the Company’s industry; changes in the competitive environment in the Company’s industry and the markets in which the Company operates; and other factors discussed under “Risk Factors ” and “Management’s Discussion and Analysis of Financial Condition and Results of Operations” in the registration statement for the Company’s recently completed initial public offering and the Company’s periodic reports filed with the Securities and Exchange Commission (the “SEC”). Forward-looking statements speak only as of the date of this presentation. You should not put undue reliance on any forward-looking statement. The Company assumes no obligation to update any forward-looking statements to reflect actual results, changes in assumptions or changes in other factors affecting future performance or results, except to the extent required by applicable laws. If the Company updates one or more forward-looking statements, no inference should be drawn that it will make additional updates with respect to those or other forward-looking statements. Any unreleased services or features referenced in this or other documents or public statements are not currently GENERALLY available and may not be delivered on time or at all. Customers who purchase Cornerstone OnDemand applications should make their purchase decisions based upon features that are currently available. Safe Harbor 2
  3. 3. Feedback – Goals in Review (Performance)
  4. 4. Feedback – Goals in Reviews (Admin View) • New goal rating section setting to include Structured Feedback in reviews. Option to include feedback in Goal Rating section Admin path: Admin > Tools > Performance > Form Sections Create or Edit Goal Rating Section > Option in “Goal Settings” section
  5. 5. Feedback – Goals in Reviews (End User View) • Reviewers will be able to review feedback provided on Goals within the Goal Rating section of a Performance Review. View feedback directly in the review task Click to open individual comments card to see details of goal when feedback was made User path: Performance > Performance Reviews
  6. 6. Feedback – Goals in Reviews Enablement • Permissions: No new permissions. • Enablement Notes: Option to enable checkbox in Goal Rating section is automatically enabled. • Use Case: John has been working towards a few goals during the current performance year. He has requested and obtained feedback on these goals and is looking to get rated on these goals from his manager in the mid-year review. John’s performance review has been configured to show his feedback responses on goals, which lets John’s manager easily refer back to the feedback provided earlier in the year and use the responses to provide his own rating on the goals. • Impacted Areas: • Goal Rating Section • Performance Reviews • Feedback
  7. 7. Observation Checklist – Electronic Signature (Performance)
  8. 8. Observation Checklist – Electronic Signature (Admin View) • A validator of an observation checklist will be able to sign electronically to validate observation checklist items. Require manual or pre-populated entry of the signature Admin path: Admin > Tools > Performance > Observation Checklists Create or Edit a Checklist > Option on Preferences page
  9. 9. Observation Checklist – Electronic Signature (User View) Submit button shows once signed User gets prompted to re-authenticate if enabled User path: Performance > Observation Checklists > View My Checklists
  10. 10. Observation Checklist – Electronic Signature Enablement • Permissions: There are no new permissions. • Enablement Notes: The option to check the “require signature” checkbox when creating an Observation Checklist will be automatically available. • Use Case: Clement is a nurse and has just joined Acme Health Company, which has stringent processes. Clement’s intravenous injection administrating skills must be validated. • Impacted Areas: • Admin - Observation Checklists | User - Observation Checklists • Competencies • Reporting • Mobile • LMS
  11. 11. Custom Wage Types (Compensation)
  12. 12. Custom Wage Types (Admin View) • New Wage Types page provides the ability to store and pay employees in any wage type needed. New “Compensation Wage Types” page to view all Wage Types in system Add any “Active” Wage Type to employees’ salaries Admin path: • Admin > Tools > Compensation > Wage Types • Admin > Tools > Compensation > Employee Salaries  Client-Driven
  13. 13. Custom Wage Types (Compensation Manager View) New Wage Types shown in Compensation Task Compensation Manager Path: Assigned Compensation Task  Client-Driven
  14. 14. Custom Wage Type Enablement • Permissions: • Compensation Wage Types – View: Allows administrators to view Compensation Wage Types. • Enablement Notes: Request to create or activate a new Wage Type by submitting a case to Global Product Support (GPS). Permission to view Compensation Wage Type page automatically distributed to the System Administrator security role. • Use Case: Acme Corporation is a global organization and pays their employees in Annual, Hourly, and Monthly wages. With a request through Global Product Support, they can add a new wage type, Monthly, to the system. • Impacted Areas: • Adjustment Guidelines • Employee Salary Management • Salary Structure • Currencies • Compensation Tags  Client-Driven
  15. 15. Rating Scale and Formula Metric Enhancements (Succession)
  16. 16. Rating Scale and Formula Metric Enhancements • Succession Rating scale can now be configured up to 15 points and Formula Metric can include decimals. New Rating Scale can go up to 15 points New “Map custom ranges” lets you configure decimals to your scale Admin path: • Admin > Tools > Core Functions > Custom Field Administration • Admin > Tools > Succession > Metrics and Fields  Client-Driven
  17. 17. Rating Scale and Formula Metric Enablement • Permissions: No new permissions. • Enablement Notes: Automatically enabled. Users with access to Succession Custom Fields can adjust rating scales and use decimals for Formula Metrics. • Use Case: Jessica is a succession planning administrator for an insurance corporation. She wants to be able to integrate their current 15 point performance rating system into a Succession Metric Grid. Jessica would like managers to assign succession ratings that are aligned with performance ratings. With this enhancements, Jessica can configure the rating scale to 15 points to allow managers to apply the correct value. • Impacted Areas: • Custom Field Administration > Succession  Client-Driven
  18. 18. Succession Workflow – Task Review (Succession)
  19. 19. Succession Workflow – Task Review (Admin View) • Add a single or multiple Task Review steps in order to provide the ability for Senior Managers or HR Business Partners to review and modify completed SMP Tasks. Select Reviewers to complete Task Review Set Task Review time periods Admin path: Admin > Tools > Succession > Tasks  Client-Driven
  20. 20. Succession Workflow – Task Review Enablement • Permissions: No new permissions. • Enablement Notes: Request to enable through Global Product Support (GPS). • Use Case: An organization doesn’t want to rely solely on the rating criteria of line managers when it comes to assessing employees. Executive management would like to include senior management in making succession planning decisions. The administrator can configure a succession task to assign line managers as task owners. In addition to the task owners’ responsibility for providing ratings for their reports, senior management is added as task reviewers to evaluate ratings/grid position provided by line managers and enter their own ratings. • Impacted Areas: • Succession Task Administration • Succession Tasks • Succession Task > View Details • New Email Triggers: “Succession Task Review Assignment” & “Succession Task Review Step Due”  Client-Driven
  21. 21. Thank You!

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