Elevating Performance Excellence for Northwestern Staff
Northwestern is enhancing its Performance Excellence program to drive stronger, simpler, and online-based performance management. The revamp aims to address staff feedback and introduce a user-friendly approach with a focus on meaningful goal setting, behavior alignment with values, and growth-oriented feedback. The transition involves a shift from detailed ratings to simpler frameworks, emphasizing development and online accessibility. School and unit leaders are urged to understand, communicate, and support the change while celebrating milestones.
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Performance Excellence Stronger, Simpler and Online 0
Why change? Northwestern is increasingly investing in the performance, growth, and engagement of our staff. Accumulated feedback from staff suggests their experience with legacy Performance Excellence could be improved. Exciting new developments in the field point to a better way. An extensive pilot of new Performance Excellence validates the new approach. 1
Whats Changing? One form, one discussion. Completing a form at the end of the year. Ongoing conversations to update priorities, and share performance coaching and feedback. Notes can be stored online. Focus SMART framework. Often many goals with a focus on tasks and responsibilities. SIMple framework. Fewer, more meaningful goals focused on positive outcomes and impact created. Goals Eight behaviors that applied unevenly to different jobs. Not much focus on inspiring behavior. Each behavior rated. Five inspirational Northwestern values. Descriptive behaviors underlie the values. The how work gets done generally informs rating. Behaviors Seven rating points. Emphasis on making minute distinctions in performance. Four rating points, with clear descriptions and guidance. Emphasis on growth and development. Ratings User Experience Word or PDF form stored on users computers and shared manually. Online, shared experience with workflow and linked access to helpful resources. 3
HR All Staff Meeting Timing FY18 FY17 Q1 Q3 Q2 Q4 Q4 Go Live Schools/Units transition staff into new experience Prep School/Unit admins Communicate with End Users primarily through short videos Provide live and on-demand training and resources Enable Coaching & Feedback through training and tools Support Year-End process Merit process 4
Sponsorship Role of School and Unit Leaders Understand the Change Familiarize yourself with what s changing, included in this document Communicate the Change Convey support and excitement through written communications, everyday conversations, and meetings/events unique to your school or unit (email template provided mid-September) Support the Change Support your staff, and supervisors in particular, to adopt the new experience by promoting training offered online Lead by example, using new Performance Excellence with your teams Celebrate early wins such as completion of entering goals within myHR 5
The annual performance cycle Performance Goals Job Responsibilities Values & Behaviors Development Plan Self-Review Rating Annual Review Meeting Merit Pay Check-ins Feedback Coaching Development Opportunities
Set Goals Performance goals Review Results Enhance Performance Keep it SIMple: S I M pecific mportant eaningful Two to four performance goals stated as outcomes, not activities. Goals may highlight the most critical aspects of your ongoing responsibilities or focus on project work. Effron, Marc, The Secret to Setting Great Goals, Talent Strategy Group, 2016
Northwestern Values Set Goals Review Results Enhance Performance Northwestern is developing a common set of values across staff, faculty, and students. For staff, these replace the Northwestern Behaviors. This can be a helpful feedback and coaching resource throughout the year. we strive for Excellence taking pride in what we do we learn through Discovery growing all the time we engage in Collaboration achieving success together we embrace our Diversity fostering a vibrant community we act with Integrity building safety and trust
Set Goals Feedback and coaching Review Results Enhance Performance People Resources HR Business Partners School/Unit Leaders Leadership Development Curriculum Feedback and Coaching for Performance Coaching for Development GuideSpark Videos NeuroLeadership Institute Connect Lynda.com Online Education
Ratings Set Goals Few employees (5-10%) are Role Modelsand made a profound impact this year. Review Results Role Model Enhance Performance Some employees (20-30%) are Excelling and made a significant impact this year. Excelling Many employees (50-70%) are Achieving and made a solid impact this year. Achieving Need Improve- ment Few employees (5-10%) Need Improvement and made a limited impact this year.
