PowerPoint Presentation

Annual Performance Management Process:

Overview for offshore and GCP employees in DCN in TReviewer assess outcomes of the employees contributions by providing the employee structured feedback on what and how results were achieved (based on Leadership Contribution Areas and Performance Factors)

Performance Management at AccentureOur mission through performance management is to reinforce our culture of high performance and meritocracy.Employee and Supervisor set objectives to envision and plan how their performance aligns with company priorities and their career goalsEmployees individual performance is compared against his peers and final annual ratings will be decided through performance moderation.Employee and career counselor create focused plan on performance enhancement and career development.Performance management is the process by which;

Set ObjectivesAssess OutcomesPlan DevelopmentDetermine Comparative RatingsPerformance ManagementCopyright 2014 Accenture All rights reserved.#

Performance Management Guiding PrinciplesReinforce the philosophy of meritocracy - The performance management framework is designed to recognize top performers and identify and be proactive in appropriately counseling lower-performing employees to improve the aggregate performance of the organization. Help identify high performing employees for accelerated career progression and development opportunities to enable career growth. Learning and DevelopmentEnsure a consistent employee experience. Implementation of a global process, rating scale, and tool helps us provide clarity and efficiency in how this process is executed especially for those projects/teams that include individuals from multiple countries. Differentiate employees to support talent management decisions such as rewards, career progression, and purposeful transitions and outplacement. Opportunities Performance ManagementCareer GrowthRewards and RecognitionCopyright 2014 Accenture All rights reserved.#Objectives of this sessionDiscuss the important steps in the Annual processBecome aware of the resources and enablersIn this session, we will Understand expectations from the key players employees, supervisors and counselorsCopyright 2014 Accenture All rights reserved.#Who are the key players?Feedback can be documented in the Summary or Detailed feedback form. Ratings against Leadership Contribution Areas and Behavioral Competencies (Performance Factors) will form an important input for relative assessment processEmployeeDocument self input and include when requesting for assessmentHave a feedback discussion with the SupervisorReview feedback received from the Supervisor and discuss changes with him/ her, if any Final Sup/ GCP Counselor* counselor*Provide feedback to the employee, post reviewing the self input

After discussion with the Employee, make changes, if any, to the assessment and submit it on myP

AfterRepresent the employee during the laddering and moderation meetingsCounselorProvide 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 GCP career counselor will represent the employee in the final moderation meetingsReview Self Input, all other feedback documented on myP, connect with previous / current project supervisors and document consolidated feedback on myP. Represent assignee in GCP final moderations for final rating and promotion recommendationsDiscuss performance feedback with the employeeCommunicate final rating and promotion decisionCopyright 2014 Accenture All rights reserved.#5While the onus is on the Employee to document self input and request for Feedback, Supervisor would need to ensure that feedback is provided to the Employee capturing contributions over the entire performance year in the Summary or Detailed feedback formThe Supervisor represents the employee during the laddering and moderation meetings and provides the relative rating and promotion recommendations. For employees moderated on GCP, the career counselor identified will review self input and connect with the project supervisor to gain context on the performance of the employee, the career counselor will discuss performance feedback with the employee ,represent the employee in the final moderation and communicate final rating and promotion decisions

Step 1Employee evaluates his/ her performance and documents self input against the current Performance Year Objectives and requests for feedbackCopyright 2014 Accenture All rights reserved.#Self Input & Request FeedbackRequest FeedbackOnce you have completed your self input, you must request feedback via myPerformance Once a request has been sent, an un-editable version of your self input is sent to your reviewerIf you edit your self input, the copy sent to your reviewers will not update; However, you may send revised self input to new reviewersA feedback request, with your self input attached, should be sent only to your objective reviewerSelf Input is:Strong foundation for assessor to address potential gaps between his/her and employees perception of the employee's performanceHelps assessor to review employees assessment of his/her contributionMeans of ensuring that employee has a voice in the process

Describe the Context

Use numbers/ percentages

State impact of results

Avoid repetition

Highlight outcomeCopyright 2014 Accenture All rights reserved.#How to document self input effectively? Job Aids for documenting self inputBusiness OperatorIneffective self input documentEffective self input document Meet deliverable requirements or service level metrics 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. Coding delivered as per the clients' requirement and adhering to quality standards. Slippage not more than 1 per 10 requests handled95% 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 CreatorIneffective self input documentEffective self input document Establish self as expert or key contributor Took initiative to be a subject matter expert for X campaigns and documented the campaign learning in detail. Independently managed all the communication and process updates with the client. Worked as SME for 3 key X segmentsKey contribution for 2 modulesKey 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.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.Copyright 2014 Accenture All rights reserved.#How to document self input effectively? Job Aids for documenting self inputPeople DeveloperIneffective self input documentEffective self input document Build skills of team 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.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. Helped team members (A and B) in optimizing their SQL queries, modifying/designing packages, answering questions from the client/onshore liaison.Help ABC team maintain up to date campaign status.Learnt the process of running ABC campaigns in project and helped team members create a draft version of the run books.Conducted two trainings on Z for the team members to enhance technical skills and smooth running of the project

Copyright 2014 Accenture All rights reserved.#Tips for documenting Self-InputFocus on business results, not strengths or development areasState the impact and significance of the results to the business. Be clear about what you did or did not contribute to an outcome.

Be descriptive and specificDescribe the context, challenges, methods utilized and other relevant background.Use numbers and/or percentages to indicate the actual scope of results.Dont over- or under-state your contributions.Reference the Tips links built into myPerformance

Copyright 2014 Accenture All rights reserved.#Step 2The Supervisor/ GCP counselor 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 2014 Accenture All rights reserved.#Understanding Leadership Contribution Areas and Behavioral Competencies (Performance Factors)Leadership Contribution AreasBusiness OperatorValue CreatorPeople DeveloperBehavioral Competencies (Performance Factors)Maximizes business impact and value creationFocuses on delivering excellenceCollaborates effectivelyDevelops self and othersCommunicates effectivelyEmbraces change with agility and adaptabilityAnticipates and resolves issuesDevelops enduring, trust-based relationshipsCopyright 2014 Accenture All rights reserved.#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:Note: The absolute ratings are a key input into the relative assessment during the annual processDescription and contribution within each Leadership Contribution Area Value Creator, People Developer, and Business OperatorA rating for each of the three LCAsA rating for each Behavioral Competency (Performance Factor)Description of strengths and areas for development Copyright 2014 Accenture All rights reserved.#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 expectationsExceeded ExpectationsMet ExpectationsPartially Met ExpectationsDid Not Meet ExpectationsYour Rating:Delivered results significantly beyond those typical of the career level. If you produced results that sometimes surpassed expectations but generally were in line with expectations for this career level Delivered results in line with career level and available opportunitiesIf there were one or two occasions when better results could have been achieved with more skills, effort or focus Results could have been more substantial, given career level and available opportunities. If there were assignments or tasks that needed to be redone, handed to others or where guidance was repeatedly necessaryResults were deficient or clearly below expectations, given career level and available opportunities.Copyright 2014 Accenture All rights reserved.#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 struggledExceeded ExpectationsMet ExpectationsPartially Met ExpectationsDid Not Meet ExpectationsYour Rating:Effectively demonstrated the Factor consistently above and beyond expectations (i.e., all of the time and in all situations)If you effectively handled typical situations when they aroseEffectively demonstrated the Factor in line with expectations (i.e., most of the time and in many situations)If there were some typical situations you could have handled more effectivelyEffectively demonstrated the Factor in some, but not all situations; some improvement is requiredIf you frequently needed help or support with handling situationsHad difficulty demonstrating the Factor; significant improvement requiredCopyright 2014 Accenture All rights reserved.#Step 3

AfterFinal Supervisor/ GCP counselor* represents the employee in moderations for relative assessment against the peer group

*For employees moderated on GCP, GCP career counselor will represent employee in final moderationsCopyright 2014 Accenture All rights reserved.#Relative Assessment: Approach to RatingsIndividual performance isEmployees results (Leadership Contribution Areas) and Behavioral Competencies (performance factor) ratingsRelative contribution isEmployees final rating based on performance when compared to the peer groupExceeded expectationsMet expectationsPartially met expectationsDid not meet expectationsNo basisContribution Significantly Above Peer Group (30% of peer group)Contribution Above Peer Group (20% of peer group)Contribution Consistent with Peer Group (40% of peer group)Contribution Below Peer Group (10% of peer group)In the feedback form, the reviewer needs to rate results achieved and behavioral competencies (performance factors) against the above rating scale.Outcome of moderation would be a final rating as per the above rating scaleCopyright 2014 Accenture All rights reserved.#Understanding Performance ScoresPerformance scores are a quantitative representation of absolute ratings across the three LCAs and Behavioral Competencies (Performance Factors)It is an input for ranking and rating an employee during relative assessment process. In turn, this helps in building a greater alignment between absolute rating and relative ratingHelps identify the top and bottom performers in the IG/DU/groupSource: Feedback form in myPerformancePerformance Score = 75% results (Leadership Contribution Areas) achieved + 25% Behavioral Competencies (Performance factor ratings)Results ratings by LCAs are weighted where as Behavioral Competencies (Performance Factors) have equal weight age across all career levelsIn case of multiple detailed feedback forms, weight age is given to duration on project and overall scores are derived .How to calculate performance scores?LevelVCPDBORatingValueLevel 11 to 13202060Exceeded100Level 8 to 10252550Met75Partially Met25Level 7303040Did not meet-25Level 6333334No basis0LCA Score [( VC Results Rating * Weight of VC) + (PD Rating * Weight of PD) + (BO Rating * Weight of BO)] / 100

PFI Score [(PF1 Rating) + (PF2 Rating) + (PF3 Rating) +...] / # of PFs

Overall Performance Score =[.75 (Overall Results) + .25 (Overall Behavior)] / 100Individual ScorePerformance ScoreLCA81.3 (75%)82.4PFA85.7 (25%)LCA RatingsResults ScoreVC (25%)Exceeded (100)81.3BO (50%)Met (75)PD (25%)Met (75)PFI RatingsResults ScorePF1Exceeded (100)85.7PF2Exceeded (100)PF3Exceeded (100)PF4Met (75)PF5Met (75)PF6Met (75)PF7Met (75)PF8Met (75)Copyright 2014 Accenture All rights reserved.#Relative Assessment: Promotion Criteria There are broadly the following criteria for assessing promotion readiness for employees :The Promotion Eligibility Guidelines will be made available on IDC Home portalTime spent at levelConsistent performancePotential to perform at the next levelGrowth plans and business affordability for the next FYCopyright 2014 Accenture All rights reserved.#Relative Assessment : Key Steps for Offshore moderations

AfterProject Calibration/LadderingDU/DG ModerationIG Moderation IDC ModerationRanking, Ratings & Promotion recommendations made for all employeesRatings & Promotion finalized for levels upto career level nine- team lead.Ratings & Promotion recommendations for career level eight associate manager.Ratings & Promotion finalized for career level eight associate manager to career level six senior manager** Senior managers promotion decisions will be managed separately

Review & sign off on IDC Rating & Promotion decision Copyright 2014 Accenture All rights reserved.#Relative Assessment :Key Steps for GCP moderations

AfterProject Calibration/LadderingGCP ModerationOffshore IG & Host country GCP sponsor sign off Final Sign OffProject ranking, preliminary ratings and promotion recommendations made for all employeesProject Supervisors/ Career Counselor to represent the employee during the project calibration/ ladderingRatings decisions finalized upto career level sixPromotion decisions finalized upto career level sevenCareer Counselor to represent employees in these moderations. Moderator to sign off on the final rating & promotion decisionsThe host country GCP sponsor to sign off on the GCP rating & promotion decisions for his/ her countryFinal rating & promotion decisions to be reviewed by IG Lead

The IDC GCP sponsor to sign off on the GCP rating & promotion decisionsRatings & promotion decisions to be signed off by the IDC leadership team Copyright 2014 Accenture All rights reserved.#Responsibilities and Next Steps Complete all Annual Process Trainings to understand process and expectations Update supervisor details on ASTProvide self input and request for assessmentMeet with Supervisor/ GCP Counselor to discuss performance assessment Ensure that Supervisor/ GCP Counselor receives feedback for all work done including additional contributions and make all necessary information available to Supervisor/ GCP Counselor to enable him/ her to represent you in laddering and moderations Complete all Annual Process Trainings to understand process and expectations Encourage your team members to document self inputReview all other feedback documented on myP, connect with previous project supervisors and document feedback for entire performance year in the summary or detailed feedback form.Meet with employee for feedback discussionComplete all Annual Process Trainings to understand process and expectations Meet with counselee to obtain necessary context on performance during the yearProvide summary feedback to the Counselee on his responsibilities under the Career Counseling framework EmployeeFinal supervisor/ GCP Career Counselor CounselorCopyright 2014 Accenture All rights reserved.#Responsibilities and Next Steps Participate in rating and promotion communication discussionMeet with counselor for ARD and document CDPParticipate in laddering and moderation discussions Anchor rating and promotion communication discussion Provide inputs and additional context to the supervisors, if any, prior to moderationsParticipate in rating and promotion communication discussionMeet with counselees for ARD and document CDPImportant points to note for GCP career counselors of GCP employeesConnect with the employee on a regular basis to understand his/ her assignment and accomplishmentsConnect with the current and previous project supervisors to seek feedback on the employees performance Document the going in/ overall preliminary rating in MyP Anchor the final rating and promotion communication to the employee EmployeeFinal supervisor/ GCP Career CounselorCounselorCopyright 2014 Accenture All rights reserved.#What resources will enable you? SourceInformationmyPerformance tool (https://myperformance.accenture.com/) 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 Training on Assess Outcomes (https://mylearning.accenture.com/accenture/lang-en/management/LMS_ActDetails.asp?ActId=459160)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. Query Resolution (https://myrequests.accenture.com/) If you have questions about the Performance Management process, pleasereach out to Employee Connect Services team - by dialing 2222 or logging a request onmyRequestsAsking for Feedback(https://kx.accenture.com/Repositories/ContributionForm.aspx?path=C19/69/74&mode=Read)Feedback provides information that lets you know how you are doing against your objectives, and against performance criteria.Copyright 2014 Accenture All rights reserved.#Are you familiar with myPerformance?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 You need to access and review objectives, review self input, and document feedback on https://myperformance.accenture.comCopyright 2014 Accenture All rights reserved.#