Getting Started with eTools

Agenda

• Introduction

• Getting Started

• Working with the Employee Profile

– Entering Information

– Manager Transfer/Personal Information Change Request

– Using Notes

• Working with Goals

– Entering Business and Development Goals

– Aligning Business Goals

– Updating Business and Development Goals

– Monitoring Goals (for managers)

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INTRODUCTION

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eTools for Performance Matters

The Performance Matters Process is a standard company-wide approach to performance management that reinforces our goals of attaining operational excellence and professional development.

eTools is aligned with the performance matters process to ensure that managers and employees have the tools they need to have continuous and valuable performance discussions.

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Performance Matters Process

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GETTING STARTED

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Getting Started

• eTools is a completely secure online system provides a central location to manage performance management activities.

• The NEW eTools system is available 24/ 7.

• To access the system:

1.Go to www.xxxx.com

2.Enter your TycoLMS User ID and Password

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• Forgot your Username/Password? Click the link on screen and answer the security question, your Username/Password will be emailed to you.

• New Employee? Don’t have a TycoLMS account? Click the Register Now button on the eTools homepage and follow the onscreen instructions.

DEMO

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WORKING WITH THE EMPLOYEE PROFILE

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Employee Files/My Employee File Tab

The Employee Files (for managers) / My Employee File (for employees) tab stores your profile, which is like an “online resume.” Managers can also access their employees’ profiles, using the Employee Files tab.

Tools include:

1.Profile

2.Scorecard

3.Notes

4.History

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Employee Profile

• The Employee Profile acts as an internal resume and helps your manager prepare for your Best Next Move and collaborative discussions.

• The first thing you should do when you logon to eTools is review your employee profile information and make any updates.  

• Employees are responsible for the accuracy of all information on this form. It should be updated annually by the employee as part of the Performance Matters process.

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Note: The information in the Personal Information and Logistics section of the profile are updated through an HRIS datafeed. To change this information, submit a Personal Information Change Request. Manager relationship can be updated manually, the NEW manager must approve the transfer.

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WORKING WITH GOALS

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What is Goal Management?

• Goal management is a method of aligning the work of individuals, business units, and locations with our vision and strategies.

• Goal management is made up of Goal Setting and Goal Measurement that help us to ensure we make steady progress toward our strategies and alert us when we are off track.

• Completing goals and achieving results are key components in compensation, development, and rewards for individuals and teams.

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Organization Vision and Strategies

Department and Business Unit Goals

Individual, Team, and Group Goals

Why Implement Goal Management?

• Goal management provides a single system for everyone’s goals.

• Provides managers and employees a work area to plan, outline, define, and assemble goals into an actionable plan.

• Electronically facilitates the goal planning, alignment, and management processes.

• Provides visibility to an entire management chain with the click of a few buttons.

• Increases visibility into what people are working on and ensures we are working on the right things.

• Tracks progress against our Goal Plans so that we, as individuals and the organization, ultimately achieve success.

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Employee’s Role in Goal Management

• The employee collaborates with the manager to update status, add tasks, and review aligned goals on the Goal Plan.

• The employee creates goals aligned to his/her current job and future career goals.

• The employee focuses current job performance to achieve business goals and pursues professional development goals.

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Manager’s Role in Goal Management

• The manager works collaboratively with the employee to identify the employee’s business goals for the review period.

• The manager ensures the employee’s goals align to achieve role, team, and corporate goals.

• The manager approves goals and actively monitors the status of the employee’s goals, to ensure effective communication of progress up and down the organization.

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Performance Form Goal Setting

• The Performance Form form provides the employee and manager with an online form to identify goals and track progress on the employee’ business and professional development goals.

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Goals Tab

• Employees use Goals to update and maintain progress on goals throughout the year.

• Managers use Goals to align the employee’s goals to larger objectives.

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ENTERING PERFORMANCE AND DEVELOPMENT GOALS

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Managing Performance Tasks on the To-Dos List• The To-Dos portal

centralizes all performance tasks in the system.

• Tasks may be grouped by the performance process or listed by the due date for the performance step.

• Tasks requiring actions are active links that take you to the requested form to complete the task.

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DEMO

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Building SMART Goals

A SMART goal is:

Specific● Goals should be straightforward and emphasize the result(s) that you

would like to achieve.

Measurable● Establish concrete criteria for measuring progress toward the

attainment of each goal that you set.

Attainable● Goals must be within your capacity to reach. You cannot commit to

accomplishing goals that are too far out of your reach, or unreasonable.

Relevant● Make sure each goal is consistent with other goals you have

established and fits with your immediate and long-range plans.

Time Bound● Setting an end point on your goal gives you a clear target to work

towards.

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Building SMART Goals

Is this goal SMART?

“Try to improve our customer retention as quickly as possible.”

Specific

Measurable

Attainable

Relevant

Time Bound

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Building SMART Goals

Example of a Goal that IS SMART:

“Implement a customer retention program to increase retention rates by 10% by year end. Launch Program by July and work with your peers and manager to gather input on our processes and protocol to support the program.”

Specific

Measurable

Attainable

Relevant

Time Bound

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Creating Performance Goals

There are several ways to create goals. Goals can be set directly in the performance form.

1.Click Create a New Goal to write a goal with custom content or select a goal with predefined content from the Goal Library.

2.Click Goal Wizard for a step by step assistance on creating a goal.

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Development Goals

• Employee and manager identify development goals for the employee to work on during the review period.

• Employee and manager use the form to track the team member’s progress on professional development goals and comment on results.

• To create a development goal, click the Add New Development Goal button.

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ALIGNING PERFORMANCE GOALS

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Aligning Goals

• Goals can be aligned by aligning them from higher levels down to direct reports.

• Aligning a goal means copying one of the manager’s goals to another person, such as a direct report within the Employee Hierarchy.

• Once a goal is aligned, managers and employees have line of sight into progress toward goal completion.

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Individual, Team, and Group Goals

Organization Vision and Strategies

Alig

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UPDATING PERFORMANCE AND DEVELOPMENT GOALS

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Editing Goals

Edit goals from the Goal Plan on the Goals tab.

To edit and update goals throughout the year:

1.Click a goal’s Edit icon. The Edit Goal window opens.

2.Use the Status menu to update goal’s status (e.g., In process).

3.Click Add Tasks to add steps to achieve the goal.

4.Click Save Changes.

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Development Plan Features

Update Development Goals from the Development Plan. Features include:

1.Goal Tool Bar: Use to create and delete development goals.

2.Employee Hierarchy: Manager uses to review employees’ progress on development goals.

3.Display Options: Change fields displayed on plan.

4.Goal Details: Displays goal information including status.

5.Learning Activities: Lists the activities associated with the goal.

6.Action Icons: Edit development goals and add a calendar reminder of the goal’s due date to Microsoft Outlook.

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MONITORING GOALS (FOR MANAGERS)

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Dashboards

• eTools provides Dashboards for use by managers throughout the year.

• Dashboards provide a summary-level view of information about teams, business units, and the organization.

• Filter Options are available to allow managers to focus on just the information they need.

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Common Problems When Viewing DashboardsCharts may display with no data if:

– Data is not present for the options selected in the Process menu.

– The date range selected in Date Options does not contain data for the time period defined.

– Any combination of the above.

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Questions?

Contact:

Contact the eTools Upgrade Project Manager -Name Title Company Name Email Phone #

Send an email to the eTools Helpdesk -www@xxxx.com

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THANK YOU!

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