Performance Review: Manager Frequently Asked Questions

1 Performance Review: Manager Frequently Asked Questions question Answer What is the time period we use to review Performance ? Performance is reviewed on a quarterly basis. Each quarter, associates will complete a self-evaluation and managers will provide an evaluation and a Performance rating for the previous quarter. In addition, they will use their one-on-one to align on the priorities for the next quarter. The first full week of every month, following the end of every quarter, is for associates to complete Performance reviews. The remaining 3 weeks of the month are for you to complete your associate reviews and have Performance conversations with your associates.

2 Can Performance review one-on-ones be conducted virtually? Performance review one-on-ones can be conducted in person or virtually ( Global Meet, phone, webcam). The process was intentionally designed to support face-to-face or virtual Performance review one-on-ones equally well. The Performance review form is completed by the associate and Manager separately. How should I track KPIs, project status, sales targets, and conventional SMART goals? Track progress on KPIs, project status, sales targets, etc., the same way you are today.

3 The purposes of the Performance review form are to prepare managers for one-on-ones and to be the primary source of documentation of overall associate Performance . The Performance review form is not for tracking progress. Is Trustmark eliminating goals? No, we are simply using a broader term Performance Expectations which can be accomplishment OR result focused, behavior OR competency focused OR a hybrid of the two. Example of accomplishment/result focused Performance expectations: Key Performance indicators (KPIs) Production outputs Sales targets Adherence to deadlines and budgets Conventional SMART goals Example of behavior/competency focused Performance expectations: Demonstrating Trustmark core competencies Demonstrating knowledge, skills and abilities necessary for the role Demonstrating Trustmark Core Values (Personal, Flexible, Trusted) Are Trustmark s eight core competencies changing?

4 Are the core values changing? No and no. Both the core competencies and core values remain the same. Previously, associates were reviewed for each core competency. Now, managers set Performance expectations that prioritize the most essential and valuable behaviors for success. These may draw from the core competencies, core values, and/or traits necessary for the role. The prioritized behaviors may evolve based on the focus or needs of the role changing or the associate s development. Core Competencies Is a role model Embraces change Delivers value to customers Drives for results Collaborates effectively Works strategically Leads effectively Demonstrates functional competence Core Values Personal Flexible Trusted Performance Review: Manager Frequently Asked Questions question Answer As a Manager , will I be able to incorporate feedback from my associate s team members, clients, Yes, managers can incorporate feedback from others.

5 Since only the direct Manager can enter text in the Manager evaluation section, the Manager will need to collect the feedback before writing the review. This is optional. However, 360 -feedback is not incorporated into Workday during this phase. Many HealthFitness associates utilize 360 feedback and find it helpful. If you find it adds value, you can continue using the same form and process. If you do solicit feedback, be cognizant of how many people you ask. Since Performance reviews are now four times per year, feedback requests will be more frequent.

6 We recommend you limit the number of people you ask to the most essential and valuable sources. Can associates see Performance review forms before Performance review one-on-ones take place? Yes. Once a Manager clicks Submit on the Performance review form, the associate will receive an email notification that the Manager has completed their portion. The associate will be able to view the Manager s comments. To give managers flexibility based on the situation, if the Manager prefers the associate not see the review form before the one-on-one, wait to Submit until after the discussion.

7 If highly sensitive information will be shared with the associate during the one-on-one, managers are strongly advised to not click Submit until after the one-on-one is complete and the information has been shared verbally. Should an associate read the Performance review form in advance of the one-on-one? How far in advance? Managers have the flexibility to decide how to approach this since each associate- Manager relationship is different and the context of quarterly Performance conversations will vary. In general, giving associates the opportunity to read the review at least one day prior to the Performance review one-on-one is advised.

8 The opportunity to read in advance helps the associate prepare and allows the one-on-one to focus on a discussion instead of reading information for the first time. However, a Manager may decide to share feedback and the rating verbally first. I completed my associate s review and entered a rating, but I am showing as not submitted? What is happening? You are required to add a final comment in the last section of the review explaining the rating. The language in Workday reflects: In the comment box, provide a brief written explanation of why the rating was selected.

9 (this is required) Once you complete the above, you will be able to successfully submit the review. Can I print the Performance review form? Yes. To generate PDFs for your organization, from your Home screen in Workday, click on the Team Performance worklet and select Print Employee Reviews from the list of actions. Performance Review: Manager Frequently Asked Questions question Answer My associate missed their deadline. What happens now? If your associate missed their deadline, they will have their review Mass Advanced in Workday which will place their review in your inbox as their Manager .

10 You can send back the review to your associate utilizing the Manager Send Back job aid on Workday Headquarters. What if my associate is on paid time off (PTO) when Performance reviews are supposed to be completed? Associates can complete Performance reviews early if they have PTO scheduled during the review period. To keep a consistent schedule for all associates across Trustmark, the schedule will not be adjusted based on PTO. However, to accommodate associates who will be unavailable during the review period, they can complete the reviews early using the instructions found in the Associate job aid.