Performance Management System Enhancement

Moving from in-House to ORACLE 2025. Performance Management System Enhancement.

[Audio] (4 ) Enhanced Performance Appraisal System – Overview 02 HAT’s changing? Rename I-P-C to be scorecard I-P-C Cascaded objective starts from Manager level Standardize Objective display Remove the multiple K-P-I's for simplicity Progress tracking unit of measure are (# , % & currency “amount”) Space for extra narrative Progress tracking for each individual objective throughout the year Support evidences with attachment Approval Cycle up to HoD in appraisal phases. 03 H-A-T is the support & resources provided? Upskilling Session to all staff Step by step user guide (Video) Dedicated HR Team contact (Ranya Nasr & Ragiya Diab) Individual Objective are moved to oracle 01 HY this change? Need for automation and scalability Achieve integration with E-L-N-G Oracle based corporate system modules Enhance employees (users) experience on common platform “Oracle” Improve tracking , reporting and visibility Support Strategic talent development 04 H-A-T is your role? Explore the system early once we announce launching Managers to identify P-M-S departmental focal person. Provide feedback if you face any issue Support your team in transition period in cooperation with HR team to conclude mid year phase on time 1.Ranya 2.Ragiya 3.Ranya 4.Ragiya.

[Audio] Overview process Main Actions 1. Login and Access Oracle > Manager Self Service > Performance “Cascading concept” This is an icon of a trophy. 2.Option 1: Cascade and set objectives by Line Manager This is an icon of a chart. Quick Reminders Leading meaningful performance discussions Setting S-M-A-R-T objectives Providing continuous feedback (not just at review times) Ensuring fairness, documentation, and development planning 3. Option 2: Transfer Scorecard/IPC directly to Subordinates 4. Assign weight, unit of measure, target values 5. In the review phase: provide narrative, ratings 6. System submission & approval workflow Ragiya.

[Audio] P-M-S Oracle System Manual User Guidance Step by step process for Managers & Employees Screenshots This Photo by Unknown Author is licensed under 200 BY-SA-NC Ranya.

[Audio] Important Note: Based on required target action You will access the System whether from: Manager Self Service or Employee Self Service Then access  Performance Management.

[Audio] System Interface: Cascade/Set Objective : I-P-C starts from Manager side by cascading /setting objectives to his subordinates . Transfer SC to workers for action : To transfer SC without adding any objective from his side and give employee the full lead to add his objectives. Review Workers Changes : When employee finish objective setting , LM review the added new objectives then approving / returning I-P-C--. Manager Appraisals : E-L-N-G Mid year & E-L-N-G Year End : Manager to updated & give final rating for employee’s appraisal noting that appraisal starts from Employee side. View and Track Objective Progress Employee can update progress on individual objective and Line Manager can track his subordinates' objective progress at any point of time during the year Overview: Cascade/Set Objective : I-P-C starts from Manager side by cascading /setting objectives to his subordinates Transfer SC to workers for action : Line Manager to transfer SC without adding any objective from his side and give employee the full lead to add his objectives. Review Workers Changes : When employee finish objective setting , LM review the added new objectives then approving / returning I-P-C-. Manage Appraisals E-L-N-G Mid year & E-L-N-G Year End : Employee and Manager to update % , Narrative feedback and Manager can give final rating for employee’s appraisal noting that appraisal starts from Employee side. 2025 P-M-S PHASE 1 – I-P-C Jan Feb New Feature No limit PHASE 2 –MYR Jul Aug PHASE 3-YEPA Nov Dec Ranya.

[Audio] 4 Steps To Follow .. Reviewing Objective Setting Myr Appraisal Phase 2 “finish” 1 “transfer” 3 “approve&finish 1.Employee to start MYR 2.Manager appraises his subordinate Employee to verify the copied personal objective  finish Manager to transfer Scorecard to subordinates Manager to “Review Worker’s Changes”  Approve & Finish.

[Audio] Phase 1 “objective Setting Phase” I-P-C. Phase 1 “OBJECTIVE SETTING PHASE” IPC.

[Audio] “manager”role Ragiya. “MANAGER”ROLE. Management with solid fill.

[Audio] Process starts from Manager side “CASCADING” concept > Entering as “ELNG Manager Self Service” > Performance Management Employee/Manager Actions Required.

[Audio] >Choosing the plan where we are in (Ex: 2025 P-M-S Plan ) Choose : 2025 P-M-S.

[Audio] >Select one by one of your subordinates to start their individual objective setting : 2025 P-M-S Noting that Managers to select ……….

[Audio] >Manager has to “Start “ the SC/IPC to subordinate seizing two options either: To create any type of objective ( OE /SE/FE) To Transfer directly with Corporate objectives only. 2025 P-M-S Corporate Objectives are automatically uploaded same as last year–( Non editable ) -Objectives Details are included in the drop down arrow of each objective Section Weight Matrix for all objectives ( CO,OE, FE,SE) which indicate the objective limits per each section CO same as last year.

[Audio] Scenario 1 : Incase of “ Creating Objective to Subordinate 2025 P-M-S Fields are mandatory to be filled during objective setting ex. Objective name , Start date , Group , weight , objective Measurement & Description.

[Audio] Scenario 1 : Incase of “ Creating Objective to Subordinate (CONT.)  press TRANSFER 2025 P-M-S New Objective added by “Manager Self Service”.

[Audio] Scenario 2 : Incase of Transferring I-P-C directly without Objective creating: Press  Transfer or Finish Employee/Manager Actions Required NotE: Transfer: I-P-C will be transferred to Employee Finish : I-P-C will be drafted at Manager side 2025 P-M-S.

[Audio] System Notification:. SYSTEM NOTIFICATION:.

[Audio] “employee”role Ragiya. “EMPLOYEE”ROLE. Management with solid fill.

[Audio] System Interface: Set Objective : Employee to start setting his personal objectives (OE,SE,FE) tying with total assigned section. Manager Appraisals : E-L-N-G Mid year & E-L-N-G Year End : Employee to start doing his appraisal by adding % of objective achievements and related feedback Overview: 2025 P-M-S 2025 P-M-S New Feature Phase 1 Ipc Phase 2 -myr Phase 3-yepa.

[Audio] System Notification: 2025 P-M-S. A screenshot of a computer Description automatically generated.

[Audio] >ELNG Employee Self Service> Performance Mngt Employee/Manager Actions Required.

[Audio] >Choosing the plan where we are in “ Ex. 2025 Plan > Choose : “Set Objectives” 2025 P-M-S.

[Audio] Employee/Manager Actions Required >Employee Objective Setting : To create any type of objective ( OE /SE/FE) 2025 P-M-S Fields are mandatory to be filled during objective setting ex. Objective name , Start date , Group , weight , objective Measurement & Description.

[Audio] Employee/Manager Actions Required >Employee Objective Creation: ( STRAGETIC ) 2025 P-M-S.

[Audio] >Employee Objective Creation: ( financial ) 2025 P-M-S.

[Audio] >Employee Scorecard Final Display : NotE: Please Sort by group to ensure tying with total actual section weights 2025 P-M-S Total Actual Section Weight has to be 100 %.

[Audio] SC Approve /Return Option Manager Role Ragiya.

[Audio] System Notification: Manager Notification : SC Pending his Approval.

[Audio] >Choosing the plan where we are in (Ex: 2025 P-M-S Plan ) Choose : Line Manager can “Review Work Changes” Employee/Manager Actions Required.

[Audio] Scenario 1 :Incase LM approve Scorecard to Subordinate > Review Worker Changes > Approve & Finish 2025 P-M-S.

[Audio] System Notification: Employee Notification : SC Approved (IPC Approved ).

[Audio] Return New feature Scenario 2 :Incase LM need to return Scorecard back to Subordinate > Review Worker Change > Request Further Action > Notification Message to Worker 2025 P-M-S.

[Audio] Track Worker Objective Progress Manager & Employee Role Ragiya.

[Audio] >Choosing the plan where we are in (Ex: 2025 P-M-S Plan ) Choose : “Track Workers Objective Progress ” Employee/Manager Actions Required 2025 P-M-S.

[Audio] Track Workers Objective Progress : New Feature >Employee &Manager Self Service > Performance Mngt > Current PMP > Track objectives progress COMPLETE % : Employee Role :Self Assessment to keep tracking your own progress through out the year . 2025 P-M-S LM Role: % added by employee can be edited/reviewed by LM as well at any point of time.

[Audio] Phase 2 & 3 MYR/YEPA Phase Ranya. Phase 2 & 3 MYR/YEPA Phase.

[Audio] “employee”role Ranya. “EMPLOYEE”ROLE. Management with solid fill.

[Audio] Once MYR/YEPA is announced to Staff , To Start your appraisal : > Entering as “ELNG Employee Self Service” > Performance Management Employee/Manager Actions Required Process starts from Employee side similar to old process.

[Audio] >Choosing the plan where we are in (Ex: 2025 P-M-S Plan ) Choose : “ELNG Mid Year /YEPA Appraisal Template” according to timeline and phase 2025 P-M-S Incase M-Y-R Incase yepa.

[Audio] >Employee to update appraisal :. A screenshot of a computer Description automatically generated.

[Audio] >Action required by Employee : “Appraisee Performance Rating”>Achievement %for the Individual Objectives. “Quick Update “> Appraisee Feedback (Narrative) Note : At this point CO Achievement Scores are uploaded by HR as shown below.

[Audio] “manager”role Ranya. “MANAGER”ROLE. Management with solid fill.

[Audio] System Notification: Manager Notification : > MYR / yepa Pending LM Approval.

[Audio] >ELNG Manager Self Service Under 2025 P-M-S Plan : Choose>“MYR/YEPA” based on the phase we are in Employee/Manager Actions Required 2025 P-M-S Incase M-Y-R Incase yepa.

[Audio] >Manager to appraise subordinates one by one:.

[Audio] >Manager Choose update Appraisal one by one:.

[Audio] >Action required by Manager : “Main Appraiser Performance Rating”>Achievement %for the Individual Objectives. “Feedback“> Appraiser Feedback (Narrative) Incase of “Save as Draft: Appraisal stay at Manager side to be edited further at any point of time..

[Audio] “Give Final Rating” (i.e: Validate the “system suggested rating” comparing with “overall rating” if matching : Required Action by Manager: If Yes: No action required If No : Scores (%) to be reviewed.

[Audio] New Feature Once Manager Conclude the appraiser (LM approve) status is pending HoD Approval.Uploading M-Y-R Action Required: HoD to approve Final Rating > HR Process. Final Rating to be uploaded for all staff upon Top Mngt approval.

[Audio] System Notification: Manager Notification : > MYR/YEPA Pending Department Head Approval.