Agenda 8/8: Spotlight on Compensation & Performance Management

Tueday, August 8 
8:00 a.m. - 8:30 a.m.Continental Breakfast
8:15 a.m. - 8:30 a.m.Welcome and Opening Remarks

8:30 a.m. - 9:30 a.m.

Emerging Trends in Performance Management and Compensation
Recertification: 1.00 SHRM PDCs
Competencies: Critical Evaluation, HR Expertise
Workplace Application:  You will learn about the current trends in performance management and compensation as well as how these trends can impact your organization.  
A growing number of companies are moving to a ratingless performance review process. Adopting this performance management strategy has significant compensation implications. This session will explore this emerging trend through examining case studies of companies that have implemented ratingless performance management processes, including their approach to compensation. This session will provide a clear understanding of:
  • The increased focus on “ratingless” performance management.
  • How to assess and operationalize this type of performance management.
  • The impact such initiatives can have on employee performance and compensation programs and practices.
Presenter: Jeremy Spake, principal, Cornerstone

9:45 a.m. - 10:45 a.m.

Using Job Descriptions as a Strategic Tool in Effective Compensation and Performance Management
Recertification: 1.00 SHRM PDCs
Competencies: Critical Evaluation, HR Expertise, Consultation

Workplace Application: You will learn the importance of creating job descriptions using an integrated, holistic, and cyclical approach that supports your performance management and talent management strategies with a focus on alignment with your organization’s goals. 

Best practices indicate the importance of considering a competency-based approach to job analysis and job documentation. However, most job descriptions focus on tasks and responsibilities rather than on the effect that the incumbent in the position has on the performance of the organization. Job analysis and documentation should be a cyclical process, and competencies within the job description should flow smoothly as part of a holistic effort to support talent management and development, performance management, and compensation administration. This presentation will provide an overview of:

  • Integrated and holistic models of job analysis and documentation.
  • Effective job description formats.
  • Content writing best practices.
  • How to use job descriptions to drive performance alignment and establish performance goals.

PRACTITIONER Presenter: Michele Burns, director of Classification and Compensation, University of Arkansas

11:00 a.m. - Noon

Transforming Performance Management One Company at a Time

Recertification: 1.00 SHRM PDCs
Competencies: Communication, HR Expertise, Consultation

Workplace Application: This session will provide an overview of how organizations are addressing performance management and what lessons can be learned to help you address performance management within your organization.

You won’t find the answer to the performance management conundrum in The New York Times, in The Wall Street Journal, or even in Harvard Business Review. You will find it in your own organization, its strategy, its leadership, its culture, and its people. In this session, Bill Thomas, who has worked with dozens of organizations in various stages of their performance management journey, will present the wide range of changes he has seen and helped implement. Hear about the unique business and cultural factors that drove their respective changes, as well as some of their lessons learned. You will learn about a proven framework for determining what needs to change, and options to consider, in your own organization. Specific areas this session will cover include:

  • The five most common performance management trends taking shape across the country – and the key factors that are driving organizations to consider transforming their performance management approaches.
  • An overview of the myriad techniques and tactics being used or tested – ranging from the really radical to the more practical – and seeing what’s really happening despite what the headlines say.
  • Eliminating something that’s unpopular is easy…replacing it with something that is embraced but effective is hard. We will discuss the lessons learned and key trade-offs made by specific organizations trying to make this shift.
  • Six critical success factors you can use to assess your own performance management process (PMP) and evolve to a more user-friendly, effective and value-adding PMP. 

Presenter: Bill Thomas, managing principal, Centric Performance, LLC, Pittsburgh, Pa.

Noon - 12:45 p.m.Lunch

12:45 p.m. – 1:45 p.m.

Performance Conversations: Synaptics Approach to Simplified, Ratingless Performance Management

Recertification: 1.00 SHRM PDCs
Competencies: Relationship Management, Communication
Intended Audience: Midlevel

Workplace Application: You will learn how Synaptics designed and implemented a simple, ratingless performance management process.

Synaptics had a very traditional, best practice performance management process. However, the process was long and took too much time so the executive team demanded a change. Performance Management was used as the lever to create this change. Synaptics fundamentally reimagined their process to create “Performance Conversations,” a focused and simplified process that allows employees and managers to connect, collaborate, and contribute. This session will share:

  • Lessons learned from focus groups that may surprise you about how the performance management process is really working in your company.
  • How Synaptics created a bridge to compensation without performance ratings.
  • The change management approach taken to implement a significant change requiring new skills for managers.
  • Considerations for implementing this process globally, as 50% of Synaptic’s employees are in Asia.

PRACTITIONER Presenters: Edie L. Goldberg, president, E. L. Goldberg & Associates; and Karen Gaydon, chief human resources officer, Synaptics Inc.

2:00 p.m. – 3:00 p.m.

Abolishing the Disconnect: How to Successfully Align Performance Management with Total Compensation

Recertification: 1.00 SHRM PDCs
Competencies: Critical Evaluation, HR Expertise

Workplace Application: You will learn a proven methodology that effectively aligns performance with total compensation, and practical tools and techniques to ensure success.

The primary reasons that organizations struggle to effectively evaluateand reward employee performance are two-fold: 1) lack of consistency in management thought and application throughout the organization, and 2) a disconnect between employee performance assessment and compensation rewards. This session will offer practical tools, tips and techniques that specifically address these two critical concerns, with an emphasis on how to implement the most effective mix of base and variable pay components. You will learn:

  • The critical importance of successfully aligning performance management with total compensation, and the ramifications of not effectively accomplishing this important task.
  • The two primary reasons why this crucial alignment is not achieved in many organizations, as well as practical tools, tips and techniques that specifically address and answer these concerns.
  • How to design and implement the most effective mix of base and variable pay components to achieve optimal motivational value.
  • How to design and implement a strategic employee performance assessment and reward methodology that successfully aligns performance management with total compensation—through the use of pragmatic, real-world examples proven to abolish the disconnect!

Presenter: John A. Rubino, president, Rubino Consulting Service

3:15 p.m. – 4:30 p.m.

Closing Session Remarks

3:30 p.m.  4:30 p.m.

Performance Management Transformation

Recertification: 1.00 PDCs

Workplace Application: This session will discuss the ever-evolving process of performance management and will share the latest insights and trends.

Performance management continues to be one of the most challenging activities, with many companies losing a whole quarter of productivity at review time. The emphasis continues to be on technology and measurement solutions, instead of on tackling the challenge where it is hardest: changing mindsets and the quality of conversations. Josh Davis of the NeuroLeadership Institute will discuss how to improve the effectiveness of your performance programs or how to perhaps even develop a whole new strategy for managing performance. The session draws on the latest neuroscience and HR industry research, outlining why the feedback process is so challenging and how to approach it more effectively. It will also examine how this research translates to improving leadership development. Among the topics that will be explored:

  • How to “brand” performance management in your organization.
  • How to develop the right mindset within managers and their employees about performance.
  • New insights for how to shift the quality of conversations.

Presenter: Josh Davis, Ph.D., director, Research,lead professor, NeuroLeadership Institute

4:30 p.m. – 5:00 p.m.

Conference Debrief/Lessons Learned Session

We would devise an exercise or a series of discussion prompts for this session.

5:00 p.m.Conference Concludes