2020 performance management process year-end review

2020 Flowserve Corporation :: Proprietary & Confidential

HR Business Partner Preview

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2020 Performance Management ProcessYear-End Review

2020 Flowserv e Corporation :: Proprietary & Conf idential

• Introduction

- Performance Management @ Flowserve

- What’s new (and what’s not!)

- Behaviors spotlight

- Role of the HRBP

• Process & Timelines

- Self-Input

- Manager Assessment

- Calibration

• Resources & Next Steps

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Today’s Agenda

2020 Flowserv e Corporation :: Proprietary & Conf idential 3

Introduction


Performance Management

Self-Input

Development Planning

Merit Increases

Continuous Coaching

Calibration

Behaviors

Results

Talent Review s

Manager Assessment

Training

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Performance Management @ FlowservePerformance management is a process that enables higher levels of performance within the organization. It helps employees to see how their work contributes to

Flowserve’s success, allows for ongoing performance conversations, and serves to assist in the evaluation of performance.


• Take next step in linking behaviors and performance

• Targeted & tailored communications

• Measured impact on communications / resources

• Auto-route of employee AND manager forms

• Slight timeline adjustments for 2nd level managers

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• Form within Career Planning & Performance (CPP) system

• Rating scale

- Exceptional, Significant, Consistent, Inconsistent, & Unacceptable

- The Behavior Label: Enhance, Neutral, Hinder

• Year-End Flow: Self-Input →Manager Assessment → Calibration →Pay Review → Pay and Performance Conversations

What’s New (and what’s not!)

What’s New What’s Not

Also happening behind the scenes...

Revising system guides

Simplifying resources available for employees, managers AND HR!Continued enhancement of existing resources with behaviorsFocused efforts on 2022 and beyond

…and MORE!


Behavior Spotlight: Embedding into EVERYTHING we do

Train

Hire

Candidates

Build Awareness

& Enable Development

Incentivize, Recognize

& Reward

Enterprise Leadership

Training

Selection Assessment

Succession Evaluation

Criteria

Plant Manager Development

High Potential Development

Merit / AIP

Interview Guide

Leadership Assessment

Spirit of Flowserve

Talent Review Process

360Assessment

Frontline & Manager

Development

University & Profession Association

Partnership

EM

PL

OY

ER

BR

AN

DIN

G

Enterprise Orientation

Engineering Achievement

Awards

BEHAVIORSGuide How We…

Performance Management

Process


• Partner with and advise assigned leaders and key stakeholders by applying HR solutions to solve business problems

• Single point of contact for end-to-end HR support for assigned leaders and/or geography

Day in the Life

• Proactively engages with

assigned business leaders and

key stakeholders

• Responds to the business with

agility and nimbleness

• Coaches leaders

• Partners with Talent Acquisition

and staffing agencies on current

and future needs

• Leads employee and labor

relations activities

• Monitors and ensures

compliance with local laws and

guidelines

• Primarily interfaces with and

serves as single point of contact

within HR for assigned leader(s)

and his/her business team(s);

liaises directly with HR COEs as

needed

• Delivers HR excellence with a

continuous improvement mindset

• Ensures data integrity and

accuracy in order to leverage

data for insights and action

Key Responsibilities

• Contribute and have accountability as a key member of your assigned business leader(s)’ leadership team(s) to drive the

success of the leader(s)’ entire organization by leveraging HR strategies and employing an enterprise mindset

• Drive leaders’ ownership of talent management strategies (e.g., talent acquisition, talent development , performance

management, etc.) to achieve long-term business strategy and near-term business priorities

• Act as a consultant to your assigned business leadership team(s) to ensure implementation of total rewards and

recognition programs

• Guide leadership to support and link culture change with measurable business impact, including identification of high-

impact behaviors at all levels of the organization

• Practice and demonstrate a high level of technical HR knowledge, skill, and expertise

• Deliver and execute HR programs and policies as well as provide day-to-day HR support for assigned business leadership

team(s)

Behaviors that will excel in this role

• Role-model our values and behaviors

• Demonstrate a strong business acumen in order to anticipate challenges and find solutions to achieve business results

through people

• Influence others effectively and display courage to ensure the best outcome for the people and the business

• Share best practices and lessons learned with peers to leverage successes and drive business results across the

enterprise

• Create a positive customer experience by representing the entire HR function and taking ownership of the results

• Manage ambiguity (the gray area) while ensuring equitable (fair not equal) treatment and outcomes

• Accept and drive change

• Live and drive the HR model by partnering and collaborating with HR Centers of Excellence

• Leverage internal and, when appropriate, external resources to upskill self

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Role of the HR Business Partner : HR Business Partner Persona


Key Responsibility Activities to Support

Available to business

partners & employees

Seek out feedback

Regular check-ins

“Office hours”

Pro-active support Review historical site and company documentation – identify trends

Reach out to new managers

Review most recent reviews written by managers of concern – gives you

guide to offer coaching

Know the basics Take the trainings

Review the guides

Try to “break” something

Be the messenger Re-iterate Company messaging

Remind in staff meetings

Check your location/business’ status – encourage them!

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Role of the HR Business Partner: Key Responsibilities & Activities

Don’t wait – be prepared by starting now!


Process & Timelines


Guiding Principles – Performance Management Season

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Design and work the plan.

Create audience readiness.

Deliver field-ready

materials.

Make it better.

• Comprehensive communication plan that focuses on how the workstreams come together

• Clear dates for each audience along the journey

• Just in time approach – give information, tools and resources to the right people at

the right time

• Each step of the process cascades: HR → Manager → Employee

• Use HR where needed the most – reinforcing messages, consulting with the business

• Make adoption easy – I have what I need when I need it, and I know

exactly where to go/how to get more

• Serve it up in a way that is consumable for each audience

• Keep it simple – action required, clear instructions, short and sweet where

possible…these are busy people!

• Reinforce this is about improving performance and making

sound people and pay decisions

• Bolster both HR and Managers with tools and resources that help

them understand where they are in the process and what they

need to do.


At each phase:

• Readiness of each audience

• Training for critical topics

• Just in time tools and resources

• Measurement to track how we are doing, gaps, adoption

Field ready. Easy to navigate.

High-Level Timeline


• December 1 – January 8

• Auto Route: January 9

• Owned by Employee

• Encouraged by Manager

• Supported by HR

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First Level

• January 11 – January 28

• Auto Route: January 28

• Owned by Manager

• Encouraged by Leader

• Supported & Guided by HR

Second Level

• January 29 – February 8

• PMPs locked February 8

• Owned by 2nd Level

• Encouraged by Leader

• Supported by HR

Timelines

Self-Input Manager Assessment

Calibration

• February 8 – February 19

• Supported by Leader

• Driven by HR


Resources & Next Steps


• Complete your own self-input!

• Read, understand and re-iterate tailored messaging

• Utilize resources for HR – LMS Courses, myHR, HR Preview Page, peers!

• Begin prep for your role in Manager Assessments & Calibration phases

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Next Steps

Coming Soon…

November December January

11/19 – HRBP Update

11/20 – "Get Ready" emails to Mgrs

12/01 – Self-Input Opens!

12/16 – Targeted email to employees not yet completed12/17 – HRBP Update (Assessment & Calibration)

1/09 – Self-Input auto route any incompletes

1/11 – Manager assessment begins!1/29 – 2nd Level Manager assessment begins!

2020 performance management process year-end review

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