Performance Management A discussion of Owens Corning

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Performance ManagementA discussion of Owens
Cornings globalperformance management process
(ADP)
Ray OLenic eEmployee Leader 8/22/2002
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Business Drivers HR Integration and Human
Capital Performance
Selection
PerformanceManagement
Succession Planning
Strengths
Goals
Performance
Career Development
Learning Development
Compensation

Enabling people to achieve superior business
results
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Business Drivers Employee Leaders Expectations

• Employee Expectations - Employee Survey results
  identified employees expectation that promotion,
  compensation and development would be supported
  by an objective performance management process.
• Leader Expectations - Leaders needed information
  upon which to base selection/nomination for
  current and future openings and other staffing
  decisions.
• Sr. Leadership Expectations - Sr. Leadership
  directed that compensation be driven by
  performance.
• Scope includes all salaried employees world-wide.

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Elements of Performance Management (ADP)
Jan-Feb 01 Jan Dec
Jan Feb 02 Mar Apr 03

• All Salaried employees
• Global Multi-lingual
• eEnabled
• Integrated (systems processes)

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Elements of Performance Management (ADP)
Goal alignment focuses employees on business
goals
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Goal Alignment Balanced Scorecard
Financial Process

Human Capital
Customer
Goals are specific objectives for achieving
business, results, improving customer
satisfaction or maximizing performance of our
human capital.
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Goal Setting/Alignment Process
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Goal Setting/Alignment Process
Goals Should Be
Meaningful Realistic/Doable Aligned Balanced Measu
rable
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Create New ADP
Start New ADP
Start New ADP
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Goals Panel
Goals
Goal Section Identify a higher level goal that
will be supported by an individual COT. You may
indicate the same goal multiple times that will
be supported through different COTs.
Goals
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Development Areas Panel

• For each Development Area you should complete the
  following information.

Development Areas
Development Areas
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Elements of Performance Management (ADP)
A continuous process to collect feedback from
many sources on performance against goals,
customer satisfaction, development, etc. From
internal and external sources employee driven.
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Continuous Feedback Process
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Continuous Feedback Process
Self, leader, Peers, team, Customers, Suppliers,
etc.
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Continuous Feedback Process
Progress on goals, Expectations, Interpersonal Ski
ll, quality, etc.
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Elements of ADP
Achievement and Development Process
Human Resource Review
Goal Alignment
Continuous Feedback
Summary Discussion
Annually, each employee has a formal discussion
to review performance vs goals, feedback,
completion of development/growth and goals for
the upcoming year.
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Summary Discussion Process
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Characteristics
Leader
Employee

• Leads discussion
• Discusses achievements
• Shares feedback
• Discusses Career Development needs
• Discuss next years goals

• Initiates
• Leads as required
• Listens
• Coaches
• Challenges
• Supports
• Provides feedback

A frank and open discussion about achievement of
goals, development and next years goals.
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Goals Panel
Goals
Goal Section Identify a higher level goal that
will be supported by an individual COT. You may
indicate the same goal multiple times that will
be supported through different COTs.
Goals
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Strengths Panel
Select your Strength by clicking on the drop
down box and selecting the desired competency.
Provide brief examples of the competency to
support your selection.
Strengths
Strengths
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Development Areas Panel

• For each Development Area you should complete the
  following information.

Development Areas
Development Areas
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Career Objectives Panel
Short-Term Objectives
Career Objectives
Outline up to 3 Career Objectives for the next 12
months. Also indicate your Target Date for
reaching your stated objective.
Career Objectives
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Comments Signoff Panel
Employee Comments
This section allows you to summarize your
performance for the Review Period. These comments
should not be a repeat of those in previous
sections. Utilize this section for additional
comments and opinions regarding your Annual
Summary Discussion. (i.e., personal opinions on
evaluation given by your leader) All comments
documented in this area will remain in your own
words.
Comments SignOff
Comments Signoff
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Comments Signoff Panel
Leader Comments
Your leader will then enter comments on your
performance for the Review Period. You will then
be able to review the comments one additional
time before the document is finalized.
Once you have reviewed the comments, to finalize
the document you will need to enter the final
review date.
Your leader will also enter the date they
complete their final review of the document.
Comments SignOff
Comments Signoff
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Elements of ADP
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Elements of ADP
A leadership process, facilitated by HR, to
discuss HR implication of business strategies.
It follows completion of the ADP process. org
changes, individual EE needs, job moves,
training, successions, diversity opportunities
and recruiting needs are discussed company
wide.
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HRR Outputs

• Plans for job movements, succession planning,
  recruiting
• Development plans for employees
• Feedback to Training and Development
  organizations
• Shortfalls in structure, skills, training, and
  manpower
• Preparation for Strategic Human Resources Review

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ADP (Performance Management) Critical Success
Factors

• Strong linkage to achievement of business goals
• Sr. Leadership Support
• Employee commitment and involvement
• Employee driven process
• Global technology infrastructure eAPP
• Training leaders, employees

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Technology
HR Portal HR OnLine

• Global
• Technology
• Infrastructure
• Networks
• Desktop
• PeopleSoft 8.3
• Broadvision (future)

Elearning Materials
Other HR EApps
EEmployee ADP App
Technology Enables People create success
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Measurement

• Integrated global data supports metrics
• Company-wide
• Top to bottom
• Metrics on completion and status for every
  employee, manager, business, etc.
• Used to support HR leaders Managers in managing
  their EE groups.

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Business Drivers HR Integration and Human
Capital Performance
Selection
PerformanceManagement
Succession Planning
Strengths
Goals
Performance
Career Development
Learning Development
Compensation

Maximizing human capital performance is the key
driver
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QA
QA