Annual Performance Management Process: Overview for IDC Employees (Solutions and Services Workforces)

Copyright 2008 Accenture All Rights Reserved. Accenture, its logo, and High Performance Delivered are trademarks of Accenture.

The Performance Year began in June

Performance Year : 01 June to 31 May
Relative Performance Assessment: Laddering & Moderation (May mid June) Rating/ promotion communication to employees Compensation letter release (01 Sep) Relative Performance Assessment: Laddering & Moderation (May mid June)

JUN

JUL

AUG

SEP

OCT NOV DEC

JAN

FEB

MAR APR

MAY

ARD: Creation of CDP Set Objectives: Set / Review objectives for the individuals at the beginning of the performance year

Midyear review of CDP Assess Outcomes (final): Self Input: March - April Feedback discussion and documentation: April

Assess Outcomes (mid year): - Review of objectives - Discussion and documentation of six monthly feedback for employees

Copyright 2008 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 Take note of the timelines Become aware of the resources and enablers

Copyright 2008 Accenture All Rights Reserved.

Who are the key players ?

Feedback should be documented in Detailed Feedback & Rating ONLY. Ratings against Leadership Contribution Areas and Behavioral Competencies (Performance Factors) will form an important input for relative assessment process

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

Project Supervisor*
Provide feedback to the employee, post reviewing the self input Post 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

Counselor
Provide input, if any, on counselees performance and discuss the feedback with counselee and his/ her supervisor Enable counselees develop action plans as per the feedback received as a part of Annual Review Discussion

*For employees moderated on GCP, the Final Supervisor/ Final Moderation Rep identified 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 preliminary recommendation on myP Discuss performance feedback with the employee Represent assignee in GCP final moderations for final rating and promotion recommendations, based on performance 2008 Accenture All Rights Reserved. and promotion readiness by analyzing information available on myP Copyright Communicate final rating and promotion decision

Step 1: Employee evaluates his/ her performance and documents self input against the current Performance Year Objectives

Copyright 2008 Accenture All Rights Reserved.

How to document self input effectively?

Strong foundation for assessor address potential gaps between his/her and employees perception of the employee's performance

Means of ensuring that employee has a voice in the process

Helps assessor to review employees assessment of his/her contribution

Describe the context Use numbers/ percentages State impact of results

Avoid repetition
Copyright 2008 Accenture All Rights Reserved. Accenture, its logo, and High Performance Delivered are trademarks of Accenture.

Highlight outcome
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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

Poor 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. Poor self input document

Appropriate self input document

Coding delivered as per the clients' requirement and adhering to quality standards. a) 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

Value Creator

Appropriate self input document

- Worked as SME for 3 key X segments - Key contribution for 2 modules a. Key contribution provided for Scheduling Custom reports migration. Played important role in resolving scheduler issues and save time by reduction of manual work. Received award points for this effort. b. 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 post-release defects.

Establish self as expert or key contributor

Took initiative to be a subject matter expert for X campaigns and documented the campaign learnings in detail. Independently managed all the communication and process updates with the client.

Copyright 2008 Accenture All Rights Reserved. Accenture, its logo, and High Performance Delivered are trademarks of Accenture.

How to document self input effectively? Job Aids for documenting self input
People Developer
Build skills of team

Poor 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.

Appropriate self input document

1. 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. 2. Helped team members (A and B) in optimizing their SQL queries, modifying/designing packages, answering questions from the client/onshore liaison. 3. Help ABC team maintain up to date campaign status. 4. Learnt the process of running ABC campaigns in project and helped team members create a draft version of the run books. 5. Conducted two trainings on Z for the team members to enhance technical skills and smooth running of the project

Copyright 2008 Accenture All Rights Reserved. Accenture, its logo, and High Performance Delivered are trademarks of Accenture.

Step 2: The Supervisor 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 2008 Accenture All Rights Reserved.

Understanding Leadership Contribution Areas and Behavioral Competencies (Performance Factors)

Leadership Contribution Areas
Business Operator Value Creator People Developer

Behavioral Competencies (Performance Factors)*

Solutions Organizes and Directs Complex Work Efforts Drives for Value Added Results Anticipates and Handles Critical Situations Builds Technical Capabilities Demonstrates Professionalism and Confidence Maximizes Team's Performance Communicates and Influences Effectively Creates and Seizes Business Opportunities *Vary as per career level
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Services

Drives to Add Value

Organizes and Directs Complex Work Efforts Analyzes and Solves Poorly Defined Problems Builds and Applies Skills and Capabilities Establishes Personal Credibility with Clients and Others Maximizes Team's Performance Anticipates and Handles Critical Situations Builds and Sustains Client Ownership and Commitment Negotiates Solutions and Resolves Conflicts Creates and Seizes Business Opportunities
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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: Description and contribution within each Leadership Contribution Area Value Creator, People Developer, and Business Operator A rating for each of the three LCAs A rating for each Behavioral Competency (Performance Factor) Description of strengths and areas for development 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 You produced results, on multiple occasions that clearly surpassed expectations for this career level and on no occasions did the results clearly fail to meet expectations You produced results that sometimes surpassed expectations but generally were in line with expectations for this career level There were one or two occasions when better results could have been achieved with more skills, effort or focus There were assignments or tasks that needed to be redone, handed to others or where guidance was repeatedly necessary Rating Exceeded Expectations Definition Delivered results significantly beyond those typical of the career level.

Met Expectations

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

Partially Met Expectations Did Not Meet Expectations

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What should you expect from your feedback? Understanding Rating scale for Behavioral Competencies (Performance Factors)
If You have been consistently handling situations where most others at your level struggled Rating Exceeded Expectations Definition Effectively demonstrated the Factor consistently above and beyond expectations (i.e., all of the time and in all situations) Effectively demonstrated the Factor in line with expectations (i.e., most of the time and in many situations) Effectively demonstrated the Factor in some, but not all situations; some improvement is required Had difficulty demonstrating the Factor; significant improvement required

You effectively handled typical situations when they arose

Met Expectations

There were some typical situations you could have handled more effectively

Partially Met Expectations

You frequently needed help or support with handling situations

Did Not Meet Expectations

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Step 3:

Supervisor represents the employee in moderations for relative assessment against the peer group

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Relative Assessment: Approach to Ratings

Individual performance isEmployees results (Leadership Contribution Areas) and Behavioral Competencies (performance factor) ratings

Relative contribution isEmployees final rating based on performance when compared to the peer group
Contribution at the Very Top of Peer Group (5% of peer group) Contribution Significantly Above Peer Group (25% of peer group) Contribution Above Peer Group (20% of peer group) Contribution Consistent with Peer Group (40% of peer group)

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

Contribution Below Peer Group (10% of peer group)

Requires Improvement (Need basis)

In detailed feedback and rating form, reviewer needs to rate results achieved and behavioral competencies (performance factors) against the above rating scale.
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Outcome of moderation would be final rating per the above rating scale
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Relative Assessment: Promotion Criteria

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

Time spent at level

Consistent performance

Potential to perform at the next level

Growth plans and business affordability for the next FY

The Promotion Eligibility Guidelines will be made available on IDC Home portal Services Workforce: All employees in Services Workforce will be promoted through the quarterly Real Time Promotion process based on availability of positions.
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Relative Assessment process: Key Steps for offshore moderations

May early June By mid June

Project Laddering

DU/DG Moderation

IG Moderation

IDC Moderation

Key Steps Ranking, Ratings & Ratings &

Promotion recommendations made for all employees

Ratings & Ratings finalized for Promotion finalized Promotion finalized SM for levels upto TL/ for levels AM & M/ Sign off on M to SM Level D. Levels C to B Promotions Ratings & Rating for SM/ Level *Review & sign off Promotion A on Rating of top recommendations 30% M for AM & M / Levels C to B.

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Relative Assessment process: Key Steps for GCP moderations

May early June
Project Calibration/Laddering Offshore IG & Host country GCP sponsor sign off By mid June

IG Moderation

Final Sign Off

Project ranking, preliminary ratings and promotion recommendations made for all employees

Final ratings & final promotion recommendations for levels upto M / Level B.

Final Supervisors to Project Supervisors represent employees in these sessions. to represent the employee during the Moderator to sign off project calibration / on the final rating & laddering promotion decision
Copyright 2008 Accenture All Rights Reserved.

The IDC GCP Final ratings & promotion decisions sponsor to sign off on the GCP ratings to be reviewed and signed off by IG HR & promotions for their respective & Business SPOC geography The host country
Ratings & promotion GCP sponsors to sign off on the GCP decisions to be signed off by the IDC ratings & promotions for their leadership team respective geography
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Responsibilities and Next Steps

Employees Complete all Annual Process Trainings to understand process and expectations Update supervisor details on AST (by mid March) Provide self input and request for assessment (by early April) Meet with counselor to discuss self input and provide context on performance during the year (mid March to early April) Meet with supervisor to discuss performance assessment Ensure that supervisor receives feedback for all work done including additional contributions and make all necessary information available to supervisor to enable him/ her to represent you in laddering and moderations (April) Supervisors Complete all Annual Process Trainings to understand process and expectations Encourage your team members to document self input (mid March to early April) Counselors Complete all Annual Process Trainings to understand process and expectations Meet with counselee to obtain necessary context on performance during the year (mid March to early April)

Supervisor to review Self Input, all other feedback documented on myP, connect with previous/ project supervisors and document feedback for entire performance year in detailed feedback and rating form. Additional feedback provider to document assessment in general feedback form Meet with employee for feedback discussion (April)

Provide general feedback to the Counselee on his responsibilities under the Career Counseling framework (April)

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Responsibilities and Next Steps

Employees Supervisors
Participate in laddering and moderation discussions (May to mid June)

Counselors
Provide inputs and additional context to the supervisors, if any, prior to moderations

Participate in rating and promotion communication discussion (August end)

Meet with counselor for ARD and document CDP (Sep-Oct)

Anchor rating and promotion communication discussion (August end)

Participate in rating and promotion communication discussion (August end)

Meet with counselees for ARD and document CDP (Sep Oct)

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What resources will enable you?

Source
myPerformance tool (click here to access)

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

Assess Outcomes Training is available on myLearning:

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.
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

Query Resolution (myRequests)

Tips for Creating Self Input

Refer to useful tips for Documenting and Reviewing Self Input Results

Tips for Providing Feedback

A variety of help content is available to assist you in documenting feedback

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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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