LEAD@UVA OVERVIEW

May 26, 2010

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LEAD@UVa Overview• Automate the performance management and

compensation processes• Integrate employee data between Jobs@ (position

information) and the Integrated System (employee information) with performance and compensation

JOBS@UVa

LEAD@UVaIntegrated System

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Capabilities - LEAD@UVa

• Workflow approach (Steps outlined through the process)

• Dashboard reports

• Single Sign on through Netbadge

• Streamline the performance evaluation process

Capabilities, Cont.

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• Set goals, competencies, development plan, personal goals

• Real-time reporting for organizations and managers (step reports)

• Interface of ratings data with the Integrated System• Integrated ratings information for compensation purposes

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Understanding Your PM Form

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Understanding Your Dashboard

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Employee Development

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Career Development• Emphasis on development of employee

capabilities• Designed around flexible career paths

Performance Planning & Evaluation

• Focused on performance goals, competencies, and career development

Compensation• Based on relevant market ranges • Increases within ranges based on

employee performance and development

Compensation Performance

Career Development

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SMART Goals • Specific: What, Why, How• Measurable: How many, What degree – tangible

evidence of accomplishment– Examples: complete/incomplete, operational/semi-operational,

increase/decrease, create/delete

• Achievable: – Set it such that you know you can do it…. Then… Stretch!

• Results: Results focused -Measure the outcomes, not the activities

• Time-Bound: Linked to timeframe that creates reasonable sense of urgency

Why do SMART goals?

• Resume builder• Communication device• Clarity on job duties and activities• Strategy planning• Opportunities for optimization• Opportunities for resource utilization

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Examples• By Oct 30, 2009 - Implement a fully operational issues tracking system to

track my tasks and record progress in resolving issues for the dept• By December 1, 2009 - Decrease the number of daily open items on my

outstanding to do list from 90% to 50% by closing out at least 2 items every day and using a tracking tool to record my progress.

• By Jan 19, 2010 – Produce 3 reports weekly for my supervisor showing outstanding issues, closed issues and open issues, by taking information from the tracking system and house it on a web accessible area.

• By April 20, 2010 – Decrease the number of calls to my office by implementing a collaborative area solution where all my clients can send a request for service via a web form, and I can put information online for them to use as a self-service model for systems problems and resolutions.

• By Oct 2010 - Complete two (2) LSP-Pro courses to demonstrate I have current knowledge of IT processes at UVa.

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The SMART Goal Wizard

1. Click on the SMART Wizard link2. Select an item from the drop down for

each component3. Click “Create S.M.A.R.T. Goal” button4. Note that the Description is pre-

populated5. Click “Finish” to finish adding the goal

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1. Click on the SMART Wizard link

2. Select an item from the drop down for each component

3. Click “Create S.M.A.R.T. Goal” button

4. Note that the Description is pre-populated

5. Click “Finish” to finish adding the goal

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The SMART Goal Wizard

• Make changes as necessary to “fill out” the details.

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About Goals…

Align Align Align!

• Know your departments goals and objectives• Discuss with your supervisor where you and your

goals fit in….

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Competency vs SMART Goal

What are Competencies?– Observable behaviors

• describe how you perform your job– Frequently grouped together to describe job success

• these groups are called competency models

Why are Competencies Important?– Competencies describe the behaviors an employee must

have in order to be successful at the University

There are 30 Competencies in the UVa model

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Example Competency

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CalibrationDuring the performance process, all ratings for employees in

an organization are reviewed by designated reviewers. During the review process, a calibration session is

recommended.Outcome of the Calibration process: • Catches the “easy graders” and “tough graders” and helps

them rate their employees more realistically. • Challenges managers who are not dealing with problem

performers to provide honest feedback and a plan of action.

• Identifies top performers so that the organization’s talent can be managed more proactively.

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Helpful Reportsin LEAD@UVa

Where’s my form?

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Where’s my old evaluation?

Helpful Reportsin LEAD@UVa

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How is my team doing?Helpful Reports in LEAD@UVa

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Enhancements

• Email Notifications• Cascading goals• Custom Reports