Web IPM - New Supplementary Comments

http://onlineipm.ericsson.se/IPMGlobal/CoreIPM/SupplementaryCommen...

Employee name: Job and Role/Current Stage: Reviewer/Line Manager: Assignment/Project Description:

Assignment/Project Objectives: Employee Position in Project: Employees Key Deliverables & Responsibilities: Review period (dd/mm/yyyy) :

GOVERNANCE guiding principles for Assignment/Project Review (APR)

APRs recommended to be conducted for employees in Common core taking part of assignments/projects that - Constitutes minimum 50% of a full time employment. - Has a length of minimum 1 month. Project manager responsible for APRs are being conducted. Small project: Project manager typically to conduct APRs for all employees involved. Large project: Project manager typically to appoint additional reviewers if considered necessary to cover all employees involved. Reviewer to be decided prior to assignment/project start. Project Managers to be reviewed by Key Account Manager (KAM). APR to be filled in, presented to employee in assignment/project and given to employees line manager no later than 2 weeks after assignment/project finalization. Contact local HR&O for any additional local instructions in line with these guiding principles.

BEFORE ASSIGNMENT/PROJECT START

Reviewer fills in Assignment/Project information in the APR template, securing that Employee position in project and Employee key deliverables & responsibilities is clear and understood by the employee.

AFTER ASSIGNMENT/PROJECT FINALIZATION

When reviewer fills in employees performance in relation to the observable behaviors connected to Ericssons five Principles: Fill in observed behaviors and proof points for these five Principles in free text. The observed behaviors can indicate both strengths and areas of improvement. Fill in performance assessment of the 5-grade scale for each of the areas of observable behaviors. When filling in the Assignment/Project summary: Reviewer fills in Employee overall Assignment/Project evaluation by doing a combined weighting of the performance assessment of the 5-grade scale for each of the areas of observable behaviors in the previous section. Reviewer fills in Most important strengths/achievements for employee based on the observed behaviors identified in the previous section. Reviewer fills in Most important development needs for employee based on the observed behaviors identified in

1 of 3

7/21/2011 10:01 AM

Web IPM - New Supplementary Comments

http://onlineipm.ericsson.se/IPMGlobal/CoreIPM/SupplementaryCommen...

the previous section. Employee fills in comments to their own performance in the project (strengths, areas of improvement, etc.)

STORAGE OF INFORMATION
Assignment/Project Reviews are not to be stored centrally and will only be available to the closest concerned: Reviewer Employee reviewed Employees line manager

Five Principles

Observable Behaviors

Observations and Proof Points

Evaluation

Efficiently captures and pro-actively addresses customer issue and priorities; perceived as very analytical and knowledgeable in CUSTOMER. his/her area of expertise FIRST Is perceived by customer as an authority and thought leader, someone that adds value to their business Pro-actively contributes with innovative approaches and solutions to address relevant customer issues INNOVATE. and exceed project objectives EVERYDAY Efficiently identifies and reuses knowledge, fully leveraging global and regional expertise, experiences, and best practices Focuses on the objective at hand, anticipates customer requirements and responds with clear SPEED. sense of urgency; perceived as very responsive QUALITY Takes timely actions to secure and continuously improve quality of work Capable of simplifying complex tasks, providing clear priorities to effectively engage and mobilize EMPOWER. key resources across the organization ACTION Communicates effectively and takes timely decisions Pro-actively fosters an open environment for direct and constructive feedback to continuously improve PERFORM. overall performance; provides high quality coaching TEAM Skillfully leverages team and overall Ericsson capabilities, across organizational boundaries, to continuously improve overall performance

-Select-

-Select-

-Select-

-Select-

-Select-

-Select-

-Select-

-Select-

-Select-

-Select-

Assignment/project review SUMMARY

Employee overall assignment/project evaluation (Mandatory) Under Performing Partially Performing Meets Expectation Exceeds Expectations Exceptional Performance

2 of 3

7/21/2011 10:01 AM

Web IPM - New Supplementary Comments

http://onlineipm.ericsson.se/IPMGlobal/CoreIPM/SupplementaryCommen...

Most important strengths/ achievements for employee

Most important development needs for employee

The scale below should be used to measure assignment/project performance considering both goal achievement and behaviors.
Under performing Partially performing Meets expectations Exceeds expectations Exceptional performance

Overall Performance

Overall performance insufficient and generally below expectations.

Submit

Overall performance is almost in line with expectations.

Overall performance is in line with expectations.

Overall performance is above expectations.

Overall performance at an exceptionally high level - well beyond expectations.

Cancel

Save

3 of 3

7/21/2011 10:01 AM