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Annual Performance Management Process: Overview for offshore and GCP employees in DCN in T

Performance Management at Accenture


Our through performance management is to reinforce our culture of high performance and meritocracy.

mission

Performance management is the process by which;


Employee and Supervisor set objectives to envision and plan how their performance aligns with company priorities and their career goals Reviewer assess outcomes of the employees contributions by providing the employee structured feedback on what and how results were achieved (based on Leadership Contribution Areas and Performance Factors)

Set Objectives

Plan Development

Performance Management

Assess Outcomes

Employee and career counselor create focused plan on performance enhancement and career development.
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Determine Comparative Ratings

Employees individual performance is compared against his peers and final annual ratings will be decided through performance moderation.
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Performance Management Guiding Principles


Reinforce the philosophy of meritocracy - The performance management framework is designed to recognize top performers and identify and be proactive in appropriately counseling lowerperforming employees to improve the aggregate performance of the organization.

Rewards and Recognition

Learning and Development

Ensure a consistent employee experience. Implementation of a global process, rating scale, and tool helps us provide clarity and efficiency in how this process is executed especially for those projects/teams that include individuals from multiple countries.

Performance Management

Differentiate employees to support talent management decisions such as rewards, career progression, and purposeful transitions and outplacement.

Help identify high performing employees for accelerated career progression and development opportunities to enable career growth.

Opportunities

Career Growth
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Copyright 2014 Accenture All rights reserved.

Objectives of this session


In this session, we will

Discuss the important steps in the Annual process

Understand expectations from the key players employees, supervisors and counselors

Become aware of the resources and enablers

Copyright 2014 Accenture All rights reserved.

Who are the key players?


Employee
Document self input and include when requesting for assessment Have a feedback discussion with the Supervisor Review feedback received from the Supervisor and discuss changes with him/ her, if any

Final Sup/ GCP Counselor*

Counselor
Provide input, if any, on counselees performance and discuss the feedback with counselee and his/ her supervisor

counselor*

Provide feedback to the employee, post reviewing the self input After discussion with the Employee, make changes, if any, to the assessment and submit it on myP Represent the employee during the laddering and moderation meetings

A f t e r

Enable counselees develop action plans as per the feedback received as a part of Annual Review Discussion

Feedback can be documented in the Summary or Detailed feedback form. Ratings against Leadership Contribution Areas and Behavioral Competencies (Performance Factors) will form an important input for relative assessment process
*For employees moderated on GCP, the GCP career counselor will represent the employee in the final moderation meetings Review Self Input, all other feedback documented on myP, connect with previous / current project supervisors and document consolidated feedback on myP. Represent assignee in GCP final moderations for final rating and promotion recommendations Discuss performance feedback with the employee Communicate final rating and promotion decision
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Step 1

Employee evaluates his/ her performance and documents self input against the current Performance Year Objectives and requests for feedback

Copyright 2014 Accenture All rights reserved.

Self Input & Request Feedback


Self Input is: Strong foundation for assessor to address potential gaps between his/her and employees perception of the employee's performance Helps assessor to review employees assessment of his/her contribution Means of ensuring that employee has a voice in the process

Describe the Context

Use numbers/ percentages

State impact of results

Avoid repetition

Highlight outcome

Request Feedback
Once you have completed your self input, you must request feedback via myPerformance Once a request has been sent, an un-editable version of your self input is sent to your reviewer If you edit your self input, the copy sent to your reviewers will not update; However, you may send revised self input to new reviewers A feedback request, with your self input attached, should be sent only to your objective reviewer
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How to document self input effectively? Job Aids for documenting self input
Business Operator Meet deliverable requirements or service level metrics Ineffective self input document I have been delivering quality deliverables well ahead of the time always even if I had to work on multiple projects at a time and had dependencies on multiple teams. Effective self input document Coding delivered as per the clients' requirement and adhering to quality standards. Slippage not more than 1 per 10 requests handled 95% of the testing is done independently and most of it rectified during peer reviews without any unacceptable delays. Able to perform 97% percent of the test till date Effective self input document

Value Creator

Ineffective self input document

Establish self as expert or key contributor

Took initiative to be a subject Worked as SME for 3 key X segments matter expert for X campaigns Key contribution for 2 modules and documented the campaign Key contribution provided for Scheduling learning in detail. Custom reports migration. Played important Independently managed all the role in resolving scheduler issues and save communication and process time by reduction of manual work. Received updates with the client. award points for this effort. Key contribution provided for Y module, to bring the project on track and minimize delay and in the end deliver it with 0 UAT and postrelease defects.
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Copyright 2014 Accenture All rights reserved.

How to document self input effectively? Job Aids for documenting self input
People Developer Build skills of team Ineffective self input document Helped 6 junior team members to build their technical skills as well as guided them to put structured efforts. As 2 junior members started their first project, got opportunity to groom them. Effective self input document Took training sessions for 2 new resources - X and Y. Trained the new Y resources on packages, SQL Server and functional aspects for ABC campaigns. Helped team members (A and B) in optimizing their SQL queries, modifying/designing packages, answering questions from the client/onshore liaison. Help ABC team maintain up to date campaign status. Learnt the process of running ABC campaigns in project and helped team members create a draft version of the run books. Conducted two trainings on Z for the team members to enhance technical skills and smooth running of the project

Copyright 2014 Accenture All rights reserved.

Tips for documenting Self-Input

Focus on business results, not strengths or development areas


State the impact and significance of the results to the business. Be clear about what you did or did not contribute to an outcome.

Be descriptive and specific


Describe the context, challenges, methods utilized and other relevant background. Use numbers and/or percentages to indicate the actual scope of results. Dont over- or under-state your contributions.

Reference the Tips links built into myPerformance

Copyright 2014 Accenture All rights reserved.

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Step 2

The Supervisor/ GCP counselor provides feedback and absolute ratings to the employee for his/ her performance in Performance Year on the three Leadership Contribution Areas and Performance Factors.

Copyright 2014 Accenture All rights reserved.

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Understanding Leadership Contribution Areas and Behavioral Competencies (Performance Factors)


Leadership Contribution Areas

Business Operator

Value Creator

People Developer

Behavioral Competencies (Performance Factors)

Maximizes business impact and value creation

Focuses on delivering excellence


Collaborates effectively Develops self and others Communicates effectively Embraces change with agility and adaptability Anticipates and resolves issues Develops enduring, trust-based relationships

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What should you expect from your feedback discussion/ documentation?

Outcomes are assessed in two dimensions: results and behaviors. Your supervisor will document and rate: WHAT you have achieved, the results, in the context of the three Leadership Contribution Areas.(LCAs) HOW you went about achieving results Behavioral Competencies - are assessed using Performance Factors

A detailed performance assessment includes:

Note: The absolute ratings are a key input into the relative assessment during the annual process
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What should you expect from your feedback discussion/ documentation? Understanding Rating scale for LCAs

If there were one assignments or two that occasions or tasks when that needed better that results to be redone, could have handed been to others you produced results results, on multiple sometimes occasions surpassed expectations clearly surpassed but generally achieved or where guidance with more was skills, repeatedly effort or necessary focus were expectations in line with for expectations this career level for and this on career no occasions level did the results clearly fail to meet expectations
Your Rating:
Exceeded Expectations

Met Expectations
Partially Met Expectations Did Not Meet Expectations

Delivered Results could were results deficient have in been line or with more clearly career substantial, below level expectations, and given available career given level career and available level and opportunities. available significantly beyond those typical ofopportunities the career level. opportunities.

Copyright 2014 Accenture All rights reserved.

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What should you expect from your feedback? Understanding Rating scale for Behavioral Competencies (Performance Factors)

If there frequently were some needed typical help situations or support you with could handling have handled situations effectively you effectively have been handled consistently typical handling situations situations when they where arose mostmore others at your level struggled

Your Rating:
Exceeded Expectations

Met Expectations
Partially Met Expectations Did Not Meet Expectations

Had difficulty Effectively demonstrated demonstrating thethe Factor Factor; in in some, line significant with butexpectations not improvement all situations; (i.e., some required most improvement of the time and is in consistently above and beyond expectations (i.e., all of many required situations) the time and in all situations)

Copyright 2014 Accenture All rights reserved.

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Step 3

After

Final Supervisor/ GCP counselor* represents the employee in moderations for relative assessment against the peer group *For employees moderated on GCP, GCP career
counselor will represent employee in final moderations

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Relative Assessment: Approach to Ratings


Individual performance is Employees results (Leadership Contribution Areas) and Behavioral Competencies (performance factor) ratings Relative contribution is Employees final rating based on performance when compared to the peer group

Exceeded expectations Met expectations Partially met expectations Did not meet expectations No basis

Contribution Significantly Above Peer Group (30% of peer group) Contribution Above Peer Group (20% of peer group) Contribution Consistent with Peer Group (40% of peer group) Contribution Below Peer Group (10% of peer group)

In the feedback form, the reviewer needs to rate results achieved and behavioral competencies (performance factors) against the above rating scale.
Copyright 2014 Accenture All rights reserved.

Outcome of moderation would be a final rating as per the above rating scale

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Understanding Performance Scores


Performance scores are a quantitative representation of absolute ratings across the three LCAs and Behavioral Competencies (Performance Factors) It is an input for ranking and rating an employee during relative assessment process. In turn, this helps in building a greater alignment between absolute rating and relative rating Helps identify the top and bottom performers in the IG/DU/group

How to calculate performance scores?


Level Level 11 to 13 Level 8 to 10 Level 7 Level 6 VC 20 25 30 33 PD 20 25 30 33 BO 60 50 40 34 Rating Exceeded Met Partially Met Did not meet No basis Value 100 75 25 -25 0

LCA Ratings LCA Score VC (25%) Exceeded (100) BO (50%) Met (75)

Results Score 81.3

[( VC Results Rating * Weight of VC) + PD (25%) Met (75) (PD Rating * Weight of PD) + (BO Rating * Weight of BO)] / 100

PFI Ratings

Results Score

Source: Feedback form in myPerformance Performance Score = 75% results (Leadership Contribution Areas) achieved + 25% Behavioral Competencies (Performance factor ratings) Results ratings by LCAs are weighted where as Behavioral Competencies (Performance Factors) have equal weight age across all career levels In case of multiple detailed feedback forms, weight age is given to duration on project and overall scores are derived .

PFI Score
[(PF1 Rating) + (PF2 Rating) + (PF3 Rating) +...] / # of PFs

PF1 PF2

Exceeded (100) Exceeded (100)

PF3
PF4 PF5 PF6 PF7 PF8

Exceeded (100)
Met (75) Met (75) Met (75) Met (75) Met (75) Individual Score 81.3 (75%) 85.7 (25%) Performance Score

85.7

Overall Performance Score =


[.75 (Overall Results) + .25 (Overall LCA Behavior)] / 100 PFA

82.4
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Copyright 2014 Accenture All rights reserved.

Relative Assessment: Promotion Criteria


There are broadly the following criteria for assessing promotion readiness for employees :

Time spent at level Potential to perform at the next level Consistent performance Growth plans and business affordability for the next FY

The Promotion Eligibility Guidelines will be made available on IDC Home portal

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Relative Assessment : Key Steps for Offshore moderations

A ft er

Project Calibration/Laddering

DU/DG Moderation

IG Moderation

IDC Moderation

Ranking, Ratings & Promotion recommendations made for all employees

Ratings & Promotion finalized for levels upto career level nine- team lead. Ratings & Promotion recommendations for career level eight associate manager.

Copyright 2014 Accenture All rights reserved.

Ratings & Promotion finalized for career level eight associate manager to career level six senior manager* * Senior managers promotion decisions will be managed separately

Review & sign off on IDC Rating & Promotion decision

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Relative Assessment : Key Steps for GCP moderations

A ft er

Project Calibration/Laddering Project ranking, preliminary ratings and promotion recommendations made for all employees Project Supervisors/ Career Counselor to represent the employee during the project calibration/ laddering

GCP Moderation

Offshore IG & Host country GCP sponsor sign off The host country GCP sponsor to sign off on the GCP rating & promotion decisions for his/ her country Final rating & promotion decisions to be reviewed by IG Lead

Final Sign Off

Ratings decisions finalized upto career level six Promotion decisions finalized upto career level seven Career Counselor to represent employees in these moderations. Moderator to sign off on the final rating & promotion decisions

The IDC GCP sponsor to sign off on the GCP rating & promotion decisions Ratings & promotion decisions to be signed off by the IDC leadership team

Copyright 2014 Accenture All rights reserved.

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Responsibilities and Next Steps

Employee
Complete all Annual Process Trainings to understand process and expectations Update supervisor details on AST Provide self input and request for assessment Meet with Supervisor/ GCP Counselor to discuss performance assessment Ensure that Supervisor/ GCP Counselor receives feedback for all work done including additional contributions and make all necessary information available to Supervisor/ GCP Counselor to enable him/ her to represent you in laddering and moderations

Final supervisor/ GCP Career Counselor


Complete all Annual Process Trainings to understand process and expectations Encourage your team members to document self input Review all other feedback documented on myP, connect with previous project supervisors and document feedback for entire performance year in the summary or detailed feedback form. Meet with employee for feedback discussion

Counselor
Complete all Annual Process Trainings to understand process and expectations Meet with counselee to obtain necessary context on performance during the year Provide summary feedback to the Counselee on his responsibilities under the Career Counseling framework

Copyright 2014 Accenture All rights reserved.

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Responsibilities and Next Steps

Employee
Participate in rating and promotion communication discussion Meet with counselor for ARD and document CDP

Final supervisor/ GCP Career Counselor


Participate in laddering and moderation discussions Anchor rating and promotion communication discussion

Counselor
Provide inputs and additional context to the supervisors, if any, prior to moderations Participate in rating and promotion communication discussion Meet with counselees for ARD and document CDP

Important points to note for GCP career counselors of GCP employees


Connect with the employee on a regular basis to understand his/ her assignment and accomplishments Connect with the current and previous project supervisors to seek feedback on the employees performance Document the going in/ overall preliminary rating in MyP Anchor the final rating and promotion communication to the employee
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Copyright 2014 Accenture All rights reserved.

What resources will enable you?


Source
myPerformance tool (https://myperformance.accenture.com/)

Information
myPerformance website from where you can access and review objectives, review self input, and document feedback. Tool Support - In case of any technical issues faced with the tool, call to be logged with CIO support via BizInquiry

Training on Assess Outcomes (https://mylearning.accenture.com/accenture/langen/management/LMS_ActDetails.asp?ActId=45916 0)

A self-paced, computer-based training to teach you how to initiate a request for an assessment, effectively document self input on results, and describe and document performance.

Query Resolution (https://myrequests.accenture.com/)

If you have questions about the Performance Management process, please reach out to Employee Connect Services team - by dialing 2222 or logging a request on myRequests

Asking for Feedback (https://kx.accenture.com/Repositories/Contribution Form.aspx?path=C19/69/74&mode=Read)

Feedback provides information that lets you know how you are doing against your objectives, and against performance criteria.

Copyright 2014 Accenture All rights reserved.

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Are you familiar with myPerformance?


You need to access and review objectives, review self input, and document feedback on https://myperformance.accenture.com
Click How to Create Self Input for step-by-step system instructions Click How to Request Feedback for step-by-step system instructions

Click How to Provide Feedback for step-by-step system instructions

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