UPM Transition
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This document discusses transitioning performance management at LECG to the UltiPro Performance Management system. It outlines: 1. Developments to date in building a competency model, annual review process, and engagement review in UltiPro. 2. Outstanding questions around resource responsibilities, best practices for reviews, and roles in the review process. 3. Proposed process flows for the annual review and engagement review in UltiPro. 4. Plans to finalize the competency framework and pilot the engagement review in UltiPro in 2011, with company-wide rollout of the annual review.
UPM Transition
- 1. Transition from Project Pinnacle to Human ResourcesUltiPro Performance Management:
- 2. Development to DateDrafted a new LECG core competency model and behavioral indicator frameworkDesigned a single annual review process, timeline and on-line review toolBuilt the proposed competency model in UltiPro Performance Management (UPM)Created training materials for the Competency Model and UPM functionality Led the 2010 Annual Review Pilot GroupBuilt a UPM Engagement Review
- 3. Outstanding Questions/ConsiderationsResource responsible for initiating/batching the annual reviewsBest practice for leveraging the manager review and self review during the annual review meetingIdentification of who should generally perform the following roles in the annual review process:ReviewerContributorApproverBest Practice UPM Engagement Review Process FlowIncorporating Technical Career Track into UPM
- 4. UPM Annual review process flowUPM Annual ReviewUPM Administrator Batches the Annual Review to Supervisors and related EmployeesEmployees and Managers are notifiedEmployee Completes the ReviewManager Completes the ReviewThe Employee and the Manager Meet to Discuss Review DetailsThe Employee Acknowledges the Review
- 5. UPM engagement review process flowUPM Engagement ReviewUPM Administrator Batches the Review to the Employee’s UltiPro SupervisorThe Supervisor signs into UltiPro and Delegates the Engagement Review to the Appropriate Engagement ManagerThe Employee will complete the Engagement ReviewThe Engagement Manager will Complete the ReviewThe Employee and the Manager will Meet to Discuss Review DetailsThe Employee will Acknowledge the Review
- 6. Alternative engagement review processElectronic Signatures
- 9. Option: Typed Name as Electronic Signature
- 10. Process Flow:Evaluator completes and electronically signs the engagement reviewThe employee acknowledges and electronically signs the engagement reviewThe Engagement Managing Director approves the Engagement Review by electronically signing the document sending it to HR for records
- 11. Key Objectives & Status
- 12. Features Recommended/ReviewObjectivesAttachmentsApproversContributorsSaveRating Scales & Competencies
- 13. 2011 RoadmapFinalize Competency Framework for the 2011 Annual Review ProcessPilot the LECG UPM Engagement ReviewFinalize process flow and approachDistribute UPM Annual Review Company-wide in Q3
- 14. Roadmap ConsiderationsConduct an Office and Engagement Manager survey to prescribe the most convenient format and process for the Engagement ReviewRevise the UPM Annual Review form based on feedback from the pilot group, as neededContinue to update the 2010 PMP Work PlanGo-live of all UltiPro Reviews will need change management and SOP
Editor's Notes
- #3: As part of integration, a core team of HR professionals representing each of the legacy organizations (SMART, LECG US & UK, and Bourne) partnered with Project Pinnacle to redesign the annual review process. Specifically, the team has:Drafted a new LECG core competency model, by aligning existing legacy organization competencies into one of four categories: Individual, Client, Business and Leadership (to be finalized in 2011)Designed a single annual review process, timeline and on-line review toolBuilt the proposed competency model in UPMLed the 2010 Annual Review Pilot Group – obtained feedback will help drive 2011 Performance Management Initiatives The engagement review mimics that of the engagement review in use today
- #6: Can only Engagement Managers complete the review for the employee?We are still in communication with UltiPro consultants (I send an email to Chad last Tuesday concerning this and have yet get a response)
- #7: Completion of Engagement Reviews has been historically low. An electronic/ paperless process could increase the completion rate among employees and streamline the process Vast ApplicabilityPaperless Training Approval Process?UPM LibraryThe employee is able to save the engagement review to their UPM library for future reference.This process is as opposed to using paper and does not have to be delegated by the employee’s UltiPro supervisor like the UPM Engagement Review process
- #9: Utilization of Objective-setting when completing an Annual Review in UPMAllow for uploaded documents to serve as objective completion referenceSave and/ or Update frequently when completing reviews in UPMStress importance of LECG Annual Review rating scale and how it relates to each competencyUPM Pilot Comment:Providing a more detailed description of each of the 5 ratings and what they mean in reference to each competency5 – Outstanding for Individual “Something that would be useful in order to rate myself better against each of the criteria is a more detailed description of each of the 5 ratings and what they mean in reference to each criteria. For example, 5 - Outstanding for Individual demontratesx,y,z.”
- #10: Utilization of Engagement Reviews in 2011 (Q1 and/ or Q2)Process flow: Employee Manager to delegate the engagement review to the Engagement ManagerQuarterly or Mid-Year Distribution360-feedback should be includedBest Practice Process Flow (UP Supervisor to delegate Engagement Review to the Engagement Manager)To distribute semi-annually (Q1 & Q2)Create training materialsBased off of the obtained data, determine timing for 2011 company-wide roll outCompetencies & Behavioral IndicatorsFurther tailoring scoped for 2011Departmental Review (i.e. IT – Career Track)
- #11: Continue to update the 2010 PMP Work plan on the I-drive:I:\\Talent Development\\Performance Management\\2010 PM Project