STARS! GoalsTraining
Strategic Talent Assessment and Reporting System
Kristan Williams
Soave HR Dept
Agenda
• STARS! Concepts
• Setting and Managing Goals
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Understanding Roles in Goal Management
Goal Plan Basics
Creating SMART Goals
Goal Alignment: Cascading Goals
Creating Development Goals
• Mid Year Goal Process
– Performance Appraisal Steps
– Tools to Assist in Writing Evaluations
• Support and Resources
• Q&A (throughout)
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STARS! Process
Set Expectations
• Employee and Manager define
annual goals.
Set Up A Performance • Employee and Manager define
specific focus areas.
Review Plan
Mid-Year Assessment
• Employee and Manager confer to
discuss goal plan and status.
Year End Assessment
• Manager assesses employee
performance. (Includes Self Review)
Plan for the Future
• Manager reviews employee
development & performance for
future planning. Create new Goals!
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Setting and Managing Goals
Goal Types
Business Goals
• The Employee and their
Manager together define
"WHAT" the employee is
going to accomplish.
• During the review period,
you will have the
opportunity to review and,
if necessary, modify these
goals with your manager.
Development Goals
• Goals designed to
improve skills to assist in
career development.
• Succession planning tool,
identify and develop
talent.
• Located in the
Development tab.
• Located in the Goals tab.
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Understanding Roles in Goal Management
Employee
Manager
• Create SMART Goals aligned
to their current job and
business unit priorities.
• Work collaboratively to
update, and provide
feedback on employee’s
goal plan.
• Collaborate with manager
to update and add tasks on
cascaded goals.
• Ensure employee’s goals
align to achieve role, team,
and business unit goals.
• Focus current job
performance to achieve
goals and pursue individual
career development goals.
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• Actively monitor Goals
ensuring effective
communication of progress
up and down the
organization.
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Writing SMART Goals
A SMART Goal is:
Specific
• Goals should be straightforward and emphasize the business result
that you would like to achieve.
Measurable
• Establish concrete criteria for measuring progress toward the
attainment of each goal that you set.
Attainable
• Goals must be within your capacity to reach. You cannot commit to
accomplishing goals that are too far out of your reach, or
unreasonable.
Relevant
• Make sure each goal is consistent with other goals you have
established and fits with your immediate and long-range plans.
Time Bound
• Setting an end point on your goal gives you a clear target to work
towards.
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Exercise: Writing SMART Goals
Is this Goal SMART?
Specific
Measurable
Attainable
“Try to improve customer
retention as quickly as possible.”
Relevant
Time Bound
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Exercise: Writing SMART Goals
Modified using the SMART methodology:
Specific
Measurable
Attainable
“Implement a customer retention
program to increase retention
rates by 10% by year end.”
Relevant
Time Bound
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Alignment: Cascading Goals
– Cascading a goal copies a
goal to another person, such
as from a manager to a direct
report within the hierarchy.
You may wish to cascade
goals to your direct reports.
Once a goal is aligned,
managers have line of sight
into overall progress toward
completion.
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Cascade
Aligning Goals ties individual
goals to larger goals:
Business Unit Vision &
Strategy
Cascade
Individual, Team & Group
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Alignment: Example
Broad corporate
goals can be
broken down
into supporting
goals necessary
to achieve the
desired
financial
outcome for the
business unit.
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BU Leader:
Increase
profitability
Business
Unit Goal
Departmental
Goal
Sales Mgt:
Increase
Bookings
Marketing Mgt:
Increase Leads
Individual
Goal
Sales Rep:
Close X $ in
business each
quarter
Event
Coordinator:
Conduct X # of
trade shows per
quarter
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Cascading Goals in SuccessFactors
To Cascade a goal:
1. Select a goal using
checkboxes.
2. Click the Cascade
Selected button.
3. Select the
checkboxes of the
recipient(s) of the
goal.
4. Click the Next
button (edit goal window
opens – not shown) and
edit goal details for
the recipient.
NOTE: Edits made to the goal will
not change the original goal.
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Mid Year Review Process
Mid-Year Review Steps
Employee
Creates/Updates Goals
Goal
Creation
Employee enters
goals and keeps
it updated.
Updates are
emailed to
Supervisor or
Employee
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Mid Year Goal
Review
Employee Signs
Supervisor
rates goals
based on
current
status
Email
notification
to
Employee
Employee has an
opportunity to
review the goals
and the ratings.
Planning /tasks
can be added to
end the year
successfully.
Manager enters
employee ratings
and comments on
goals. The form
is signed and sent
to the employee
for
review/signature.
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HR Signs
Email
notification to
HR
HR will sign and complete
the mid-year goal review.
Manager and
employee can
view completed
reviews on the
performance tab
under completed
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Rating Scale
Descriptor
Excellent
Definition
Consistently exceeds the required level for this job
role.
Satisfactory with
Commendation Exceeds the required level for this job role.
Meets
Expectations
Satisfies the requirements for this job role fully.
Satisfactory with
Reservation
Limited adequacy in the required level for the job role.
Unsatisfactory
Does not adequately satisfy the requirements of the
job role.
Unable to Rate
Limit this rating
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Demo: Creating Goals
Tools to Assist in Writing Reviews: Notes
• Access from
Employee Files or the
Performance
Evaluation form
• Keep notes private or
send to other team
members
• Use to track progress
on events and
behaviors throughout
the year that may
impact performance
evaluation
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Notes and Best Practices
• Use Notes throughout the year to track events that
may impact performance evaluation.
• Instruct your employees to keep the goals status up to
date (monthly or quarterly) so that anyone viewing the
goal will see where they are at.
• Use the Writing Assistant, Coaching Advisor, Spell
Check and Legal Scan tools to assist in crafting
feedback.
• View En Route and Completed forms in their
associated folders in the form inbox.
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Support and Resources
• eLearning Tutorial
– Housed on the soave.com website on the STARS! log-in page.
• For questions regarding your business unit's performance
management process:
– Please contact your HR Manager or Human Resources
Representative.
• For technical questions regarding the STARS! website:
– Please contact Kristan Williams at 313-567-7000 ext. 472 or
[email protected].
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Thank You!