Return to flip book view

2023

2023 Salary Assessment Process Step 1 Take a look at your group and set aside time Take some time out of your day to look at your team Do you feel all your assessments are going to be the same or will some be more difficult than others Prepare yourself ensure you and your team have the necessary access to the data so each person can accurately assess themselves and in turn so can you Block out time on your calendar for the assessment process giving each person the time they deserve Step 2 Invite each person in your group to participate Each Person will receive a notification in UKG to complete their self assessment Schedule the assessments based on your calendar do not invite someone and leave them hanging for a month until you find the time to meet with them plan the time make the time and invite accordingly Touch base with each person letting them know you are available if they have any question as they go through the selfassessment Keep in mind that to many people assessments are a source of anxiety be sensitive to this reality and act accordingly Step 3 Completed Self Assessment UKG will send a notification to inform you once the Self Assessment is complete Acknowledge the receipt of the Self Assessment with each person this lets them know it s important to you The completed Self Assessment provides insight into how each person views their performance over the past year Step 4 Supervisor Assessment Go into UKG and complete the Supervisor Assessment both Performance and Potential view job aid Save the Assessment but do not submit the assessment this will allow you to be able to edit the assessment as required before you close it out and submit the final Step 5 Set up a meeting with each person to discuss their performance Assess the ease of difficulty of each person s assessment review and set aside the appropriate time to have a meaningful conversation with each person in your group Send out a meeting invite via Outlook Touch base with each person let them know you are looking forward to the upcoming discussion Step 5 Facilitate a meaningful discussion In the two way conversation allow the person to walk you through their Self Assessment and how they have progressed on their IGP or PIP listen to their perspective and take it into account as you walk them through your assessment If changes are required to your assessment make notes or make the changes during the meeting During the assessment review each person s job profile this serves two purposes a discussion on whether it is still right and also reinforces the expectations for the role Upon completion of the assessment discussion the supervisor finalizes the assessment in UKG and assigns the final rating by hitting submit Inform each person they need to complete an IGP or a PIP depending on the circumstance If you have any questions please do not hesitate to reach out to your People Group Representative Step 6 Growth and Merit Meeting The individual is invited to a second meeting to review their Individual Growth Plan or Performance Improvement Plan and also review their merit increase At this meeting a date is set for a formal followup of the IGP or PIP These dates are logged into UKG Step 7 Growth Development Review Each person in your group is invited to review their progress against their plan on a monthly basis An excellent practice is to set these up in outlook ahead of time Page 1

2023 Salary Assessment Process Purpose The Purpose of the Crescent Assessment Process is to ensure our people fit their assigned roles and are given the necessary challenges to grow and to identify those who are ready to move onto the next opportunity The pessimist complains about the wind the optimist expects it to change the realist adjusts the sails William Arthur Ward Process The 2023 salary assessment process will adhere to the organizational hierarchy which means the process starts with the CEO and moves methodically level by level through Crescent The purpose for this approach is to ensure those performing the assessment have experienced the assessment process firsthand and understand the methodology and tools being used for the assessment The salary assessment process is broken up into two separate parts Performance Assessment Self Assessment and Supervisor Assessment Potential Assessment Supervisor Assessment Performance Process At Crescent Results KPI s Behaviors Do it Right Safe Well Performance Performance Review Paula People 2019 Results Key Performance Indicators Safety 1 50 We perform our work in a safe and responsible manner Paula People People Paula People 1 50 People are our most valued assets We strive to help them reach their full potential through our commitment to their wellness career development and success Productivity Paula People 2 00 Are we operating efficiently and effectively What steps are being taken to improve Quality Paula People 1 75 We are dedicated to customer satisfaction through world class quality management and a culture of continuous improvement Customer Value Paula People 2 25 We will meet or exceed our customer expectations without sacrificing our core Values and Beliefs Financial Paula People 2 00 Are we meeting the financial budgetary targets Average 1 83 Results To understand Results we measure 6 Key Performance Indicators KPI s Safety People Productivity Quality Customer Value Financial Our goal is to make the KPI s as objective as possible and to allow the supervisor the opportunity to adjust the rating based on an individual s contribution to the KPI for the year The supervisor initiates the performance process in UKG by inviting their people to complete an individual self assessment and providing them access to their relevant KPI data KPI Dashboard their TSP and the UKG Job Aid Page 2

2023 Salary Assessment Process Each person performing the SelfAssessment logs into UKG following the instructions in the Job Aid Each person rates each of the relevant KPI s reflecting on their contribution to each while referencing their TSP Each person has the ability to rate themselves 1 3 in point increments providing a high degree of flexibility Example 1 75 2 0 2 25 2 50 2 75 Under each KPI is a field to make any relevant notes to support the rating Once each person has rated all the KPI s an average rating between 1 3 for all KPI s will be calculated by UKG Average 1 83 Results Rating Scale and Definition Rating Strong Performance results are at or 3 better than target C I is apparent Solid Performance results are in the target range some improvement is 2 required Low Performance results are below target range immediate improvement 1 is required to improve skills At Crescent Results Behaviors Performance Behavior To understand behavior we assess everyone against our three cultural competencies designed to drive our required behavior Performance Review Paula People 2019 Behaviors Cultural Competencies Doing it Right 3 00 Doing what is right for our customers our company and our Paula People people Continually improving the quality of our product and services Doing it Safe Paula People 1 00 Contributing to an environment where our people can reach their highest potential their ideas opinions and well being count and all forms of risk are assessed and controlled Doing it Well Paula People 2 00 Optimizing all our resources to efficiently and effectively perform all tasks well while continually looking for opportunities to reduce waste Average 2 00 Behavior Rating Scale and Definition Continuous Improvement encourage continued improvement to keep doing what is being done Moderate Improvement review areas for improvement coach as necessary Significant Improvement immediate coaching recommended Rating 3 2 1 Unlike the KPI s our behaviors are more subjective and a good source of conversation between each supervisor and their people Each person applies a rating of 1 3 to each of the required behaviors We do NOT have the ability to rate ourselves in increments Once a rating of 1 3 has been applied to each behavior an average rating is then calculated by UKG Average 2 00 At Crescent Results Behaviors Performance Page 3

2023 Salary Assessment Process Performance With the completion of Results and Behaviors UKG will calculate an average Performance In this final section of the Performance Self Assessment we make note of what we feel we should Performance Review Paula People 2019 To improve and or sustain performance I would suggest you Start Strop and Continue to do the following Results Average Behavior Average Performance Average 1 83 2 00 1 92 START doing to improve performance STOP doing to improve performance CONTINUE doing to retain or improve performance UKG will notify the supervisor as each person completes their SelfAssessment The Self Assessment is fully visible to each supervisor providing each supervisor good insight on how each person views their performance After reviewing each person s Self Assessment the supervisor completes their supervisor Performance assessment of each person following the same process as outlined above Assessing results and then behavior Results KPI s Behaviors Do it Right Safe Well Performance All Supervisors are in a unique position with a carefully defined responsibility to clearly communicate Crescent s need for performance The Salary Assessment Process provides a unique opportunity to reconcile any misconceptions which might exist UKG will calculate the overall performance rating from each supervisor s assessment Every supervisor will need to re enter the overall performance rating allowing each of us the opportunity to increase or decrease the rating based on circumstances not captured in the assessment which became known during the one on one meeting with the person The supervisor will understand at this point in the assessment process if the individual needs to be taught new and better skills or coached to improve behavior The supervisor will also know if the individual needs to be further challenged or if their career at Crescent is in jeopardy As the supervisor completes the final part START STOP and CONTINUE the supervisor takes this knowledge into account and provides each person written direction on what they can Start doing Stop doing and continue doing to enhance their Performance Page 4

2023 Salary Assessment Process Potential Review Paula People 2019 Person is too new to role and their true performance cannot be fairly assessed Monitor and assess in the near future Good Performer with excellent people management leadership skills and room to grow Provide challenges and stretch assignments to assess level of growth Very strong performer problem solver with the excellent leadership management skills and the ability to expand well beyond their current role Promote add assign additional responsibilities Potential to supervise is recognizable but performance is not Develop a Performance Improvement Plan to stretch and improve Good Performer with the good supervisory and managerial potential to do more Provide challenges and encourage increased performance Very strong performer with good supervisory and managerial potential to expand role beyond their current role responsibilities Challenge strategic thinking Low Performance and Potential Person may be a candidate for reassignment reclassification to a lower level or to exit the company Place on a Performance Improvement Plan and monitor closely Effective Performer who is comfortable and fits well their current role Train in processes to improve performance Coach to improve supervisory skills At Crescent Performance Potential Talent Potential Process Potential Our talented teams are comprised of our talented people those who receive a tremendous amount of satisfaction from conquering the challenges they face day to day In order to meet this goal we need to be open to a person s potential Our people contribute in many ways some as individual contributors through key projects initiatives assignments implementing key tools software programs working one onone with our customers or with our suppliers Others contribute by supervising managing or leading others getting things done through others creating a team contribution Both are critical and at Crescent we need a healthy population of both for us to be successful Assessing a person s potential is critical to their long term success if we over evaluate we can promote them to a level where they fail If we under evaluate we leave them stagnant and not able to grow Our goal is to match their current potential where we strongly feel they can get to in the next year to one of the definitions to the left Each person and their supervisor will select ONE choice and answer yes to the statement that best describes a person s potential Experienced high performer and contributor a master of their process and projects Provide stretch projects process improvement goals technical training and challenges Page 5

2023 Salary Assessment Process People Talent The salary assessment process is a requirement for every salaried person at Crescent Each person is fully entitled to receive a thorough and meaningful assessment which provides them direction for their future growth In order for the experience to be thorough and meaningful a face to face conversation is held between each person and their supervisor During the conversation all of the assessment information is reviewed and discussed The Purpose of the face to face conversation is to ensure our expectation for performance is clearly understood by everyone and each person fits their assigned role and any future opportunities and challenges are identified During the face to face meeting review the position profile with each person Is it still accurate and relevant to the position If not note it and report it to the People Group so the changes can be made To continually GROW our talent we assist each person in the development of an Individual Growth Plan IGP or Performance Improvement Plan PIP depending upon the circumstance The IGP is designed to help a person improve their current performance the PIP is designed to get a person back on track with the required performance Every supervisor at Crescent is required to review the progress for each individual s plan The assessment process is designed to create a relationship between each person and their supervisor The process enforces the fact we do care about each person s development and growth All salaried personnel will be evaluated on a calendar basis with a goal to be 100 complete by the last week in February 2023 All salary increases will be assessed upon the completion of the salary assessment process and made payable the first payroll period of March 2023 Page 6

2023 Salary Assessment Process We are all aware of the importance of R S W Do it Right Do it Safe and Do it Well The Crescent assessment process requires the use of all three Do it Right The quality of the assessment is important to both Crescent and the person being assessed Do it Safe The person must feel safe during this process which must include open two way dialogue Do it Well The person is entitled to expect their supervisor to come prepared for the assessment To Do it Right Do it Safe Do it Well Here are some Do s Do Set the stage for a two way dialogue by informing the person it s their review and their input is valued Do Start by letting the person review their self assessment What are they most proud of and what do they consider areas for development Do Seize the opportunity to recognize what you like and appreciate about how the person performs Do Identify what success looks like for the coming year given Crescent s Strategy or team objectives etc Create an individual growth plan with specific goals and tasks Do Focus on the person Be truly present Listen and make a genuine attempt to understand concerns and any feedback Do Talk about their strengths and challenge areas Deliver the negative avoid sugarcoating but make sure the person knows what he or she can do about it Page 7

2023 Salary Assessment Process Here are some Don ts Don t Talk too much Reviews should be interactive If you are doing all the talking you re not listening Don t Make it personal Stick to behavior specifics Don t Offer challenging feedback using generalizations Identify how you and the person will know if he or she meets your expectations for improvement Don t Make assumptions about how the person is receiving the feedback Emotionally charged situations often foster misunderstanding Probe for understanding and reactions including confirmation of critical elements of the review Don t Avoid the negatives We all have room for improvement Even the most talented individuals want to know how they can reach the next level Do not shred personal self esteem by telling them every negative thing you ve ever noticed Reinforce that it is behaviors and actions you want changed and that you have confidence in the person you are challenging Page 8