ems training ee guide 2012

Employee Management System EMS Employee Guide Performance Management Cycle Performance management cycle December January Feb/March April/May June/July August September Oct/ November Goals HR Manager) Composing the EMS EMS Approval Process EMS Workflow Complete EMS Approval Process Prepare/ Review G “Customers” can be internal, external, or both Anchors build across “Exceeds Expectations” behaviors presume “Consistently Meets Expectations” behaviors have been achieved Before you rate the employee on each Growth Value, review the behavioral anchors for the appropriate band level and keep in mind: Strengths Strengths are a reflection of the behaviors you have demonstrated during the past year and should be reflected in your performance. They may also reflect technical extremely resourceful, as was evident in my design and execution of the new product marketing site. Clear Thinker: Able to break down complex problems into manageable issues with simple solutions; I always consider varied alternatives before making final decision. Inclusiveness: Enthusiastic, able to build a sense of teamwork by inspiring others to deliver as shown by the significant achievements of my sales team in Q4. Examples Development Needs Two to three clear development needs, performance concerns, limitations or opportunities Ensure your development needs show your commitment to and consideration of the Growth Values Consider how these development areas have or could become an issue or roadblock for you in the future Imagination: Need to be more open to new and cutting edge ideas; sometimes allow historical knowledge of the business to limit creative thinking. Inclusiveness: Learn to spend more time listening and reflecting on my teams opinions before jumping in with my own. Need to spend time getting to know each team member 1-1. Financial acumen: Need to develop a thorough understanding of the financial metrics of our operations through SII as I am now responsible for managing a $750K budget in my new role Examples Development Needs are behaviors that keep you from being a stronger performer/leader or that you need to develop in order to get to the next milestone in your career plan. What to include: Career & Development Employee Write your career interests short term and long term Indicate relocation interest Outline desired development plan actions for the coming year Click to go to GE Global Learning portal to review training options EMS Training 2012 35 A realistic portrayal of your mobility willingness Your short-term interest (next 12-24 months) Your long-term interest (36+ months out) A realistic time frame to achieve your career goals Explanation for any limitations that would prevent you from achieving your career objectives Short term: I am interested in continuing as a Process Engineer to develop further depth in equipment design and manufacturing capabilities Long term: I would like to move to a Team Leader role to leverage my technical capabilities and gain more exposure to customers. Examples Career Interests should clearly indicate where you would like to go next to acquire new skills, expand your competency set, or gain exposure to a new environment or more responsibility. What to include: Career Interests EMS Training 2012 36 Development Plan Project work to enhance/learn a new skill Expanded responsibilities Training courses that expand your competency set Coaching/mentoring opportunities Volunteerism to gain leadership experience Presentation Skills Training course to increase effectiveness of developing and presenting pitches. Increase leadership experience by offering to lead a sub-committee or project in affinity group. Participate in Sourcing cross-functional project to learn expanded Access skills that can be utilized in both current and next Sourcing team leader role. Examples Your Development Plan should include a variety of activities that address development needs in current role as well as align with both short and long term career interests. Types of things to include: AT A MINIMUM. Does your Performance section include: Up to five goals encompassing all of your current G&Os (approved by manager)? Performance summary statements outlining your accomplishments against those goals? Quantifiable metrics? Does your list of Strengths include: Two to three strength statements that highlight behaviors as well as skills? Indication of your strongest Growth Value(s)? A clear link to your performance/key accomplishments? Does your list of Development Needs include: Two to three Development Needs that highlight behaviors and skills / knowledge gaps? Indication of your weakest Growth Value(s)? Do your Career Interests include: A realistic statement of your career interests and plans, both long and short term? Does your Development Plan include: Variety of activities to address development needs and prepare you for short/long term career goals (e.g. training courses, on the job experiences, projects, volunteerism, etc)? After your manager has released the final EMS to you and you have had a discussion, be sure to click on “Discussed EMS” Employee EMS Checklist 38 EMS 2009 2015-11-24 Your EMS Discussion 39 EMS 2009 2015-11-24 How to prepare: Ensure that your EMS has been completed and submitted to your manager Review your own self assessment performance, growth values, strengths & development needs, career interests and development plan Outline some questions youd like to ask your manager Ask your manager to release your final EMS This discussion is your opportunity to: Receive candid feedback about your performance against your goals Assess the application of your knowledge & skills Identify development needs & learning opportunities Understand your Performance, Growth Values, and Overall Ratings Discuss career interests and development plan EMS Discussion 40 EMS 2009 2015-11-24 Be proactive in scheduling your discussion Be on time. Be prepared. Be honest Be open and receptive to feedback Focus your discussion on significant accomplishments , not on daily activities Clarify items that you are not sure about Be sure to gain an understanding of your strengths and development needs Ask for constructive / developmental feedback if you arent receiving it Be sure to discuss your career goals, especially short term goals Calibrate your career goals with feedback from your manager EMS Discussion Tips Your EMS discussion is also a good time to discuss 2012 G&Os 41 EMS 2009 2015-11-24 How can I improve? How am I perceived? What do I need to learn? Where should I focus?How am I doing? Can we discuss my next role? ? Questions to consider How am I doing? How do you view my performance vs. expectations? What should I do differently? Where should I focus? Goals & objectives? Job responsibilities? What do I need to learn? What resources / opportunities are available? What course is right for me? How am I perceived? How do my customers and colleagues view my performance? How can I