April '16 - Performance & Compensation
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The document summarizes upcoming enhancements to Cornerstone OnDemand's performance and compensation tools, including: 1) Redesigning the goals feature to allow adjusting goal status when progress is disabled, viewing total team goal weights, and providing a smart wizard for goal creation. 2) Adding more structured feedback options that allow managers to request feedback on direct reports and provide rating scales, yes/no responses, or text. 3) Allowing approval of goals and development plans directly from the action requests tab. 4) Updating the ability to manage goal progress within performance review tasks. 5) Redesigning the employee salary management page for a more simplified interface.
April '16 - Performance & Compensation
- 1. 1 First Look: Performance & Compensation • Goals Redesign Enhancements • Structured Feedback • Performance Features in Action Items • Update Goal Progress in Goal Rating Section • Employee Salary Management Redesign Client-Driven – Look for this icon to see your voice in action
- 2. Safe Harbor This presentation includes forward-looking statements. In this presentation, the words “believe,” “may,” “will,” “estimate,” “continue,” “anticipate,” “intend,” “expect,” “predict,” “potential” and similar expressions, as they relate to Cornerstone OnDemand, Inc. (“Cornerstone OnDemand” or the “Company”), business and management, are intended to identify forward-looking statements. In light of the risks and uncertainties outlined below, the future events, circumstances, and functionality discussed in this presentation may not occur, and actual results could differ materially from those anticipated or implied in the forward-looking statements. The Company has based these forward- looking statements largely on its current expectations and projections about future events and financial trends affecting its business. Forward- looking statements should not be read as guarantees of future performance or results, and will not necessarily be accurate indications of the times at, or by, which such performance or results will be achieved. Forward-looking statements are based on information available at the date of this presentation and management’s good faith belief as of such date with respect to future events, and are subject to risks and uncertainties that could cause actual performance or results to differ materially from those expressed in or suggested by the forward-looking statements. Important factors that could cause such differences include, but are not limited to: the Company’s ability to attract new clients to enter into subscriptions for its solution; the Company’s ability to service those clients effectively and induce them to renew and upgrade their deployments of the Company’s solution; the Company’s ability to expand its sales organization to address effectively the new industries, geographies and types of organizations the Company intends to target; the Company’s ability to accurately forecast revenue and appropriately plan its expenses; market acceptance of enhanced solutions, alternate ways of addressing learning and talent management needs or new technologies generally by the Company and its competitors; continued acceptance of SaaS as an effective method for delivering learning and talent management solutions and other business management applications; the attraction and retention of qualified employees and key personnel; the Company’s ability to protect and defend its intellectual property; costs associated with defending intellectual property infringement and other claims; events in the markets for the Company’s solution and alternatives to the Company’s solution, as well as in the United States and global markets generally; future regulatory, judicial and legislative changes affecting the Company’s industry; changes in the competitive environment in the Company’s industry and the markets in which the Company operates; and other factors discussed under “Risk Factors ” and “Management’s Discussion and Analysis of Financial Condition and Results of Operations” in the registration statement for the Company’s recently completed initial public offering and the Company’s periodic reports filed with the Securities and Exchange Commission (the “SEC”). Forward-looking statements speak only as of the date of this presentation. You should not put undue reliance on any forward-looking statement. The Company assumes no obligation to update any forward-looking statements to reflect actual results, changes in assumptions or changes in other factors affecting future performance or results, except to the extent required by applicable laws. If the Company updates one or more forward-looking statements, no inference should be drawn that it will make additional updates with respect to those or other forward- looking statements. Any unreleased services or features referenced in this or other documents or public statements are not currently GENERALLY available and may not be delivered on time or at all. Customers who purchase Cornerstone OnDemand applications should make their purchase decisions based upon features that are currently available.
- 4. Adjust goal status when progress bar is disabled and view total team goal weights Goal status dropdown when progress bar is disabled When viewing Team Goals, view the total weight of all their goals Client-Driven
- 5. Smart Wizard is back! Smart Wizard popup guiding users through their goal creation Client-Driven
- 7. Auto-Upgrade with April ‘16 Release Review Starter Guides Watch Demo of Redesign New modern and simplistic way to create and manage goals! How can I prepare? Watch Training Video
- 9. Employees and managers can request more structured feedback Managers can request feedback on behalf of direct reports Additional structured request feedback options: Rating scale, Yes/No, Text
- 10. Performance Features in Action Items
- 11. Approve Goals and Development Plans directly from the ‘Actions – Request’ tab Easily Approve, Deny, Edit or View
- 12. Update Goal Progress in Goal Rating Section
- 13. Manage and update goals directly from a Performance Review Task Dropdown to Manage Goals with the Performance Review Simply Update Progress and return back to the same page in the review
- 15. Redesign of Employee Salary Management page Before After *Auto-upgrade in April ‘16 Release
- 16. Functionality is a 1:1 match from existing page Labor Hours now reads “Annual Equivalency” Existing fields remain when adding a new salary and expands on same page
- 17. Thank You!