Key Differences Guide

1. 360 Feedback

2. Category Weights

3. Role Migration

4. Advanced Analytics

5. Future Goals/Goal Rollover

6. Goal Setting Process

7. Scheduling and Archive Process

8. Changes to Roles, Goals, & Competencies

9. Development Plans – slated for 2018

1. Changes to 360 Feedback (part I)

What is changing?

In Growth Edition 2.0, 360 Feedback is based on narrative style text boxes to allow managers to gather open-ended answers

to specific question related to employee performance. 360s are not linked directly by default to Goals or Competences on

employees review forms and 360 review categories are no longer used to group 360 reviewers as those were a vehicle to

combine custom assortments of goals and competencies in Growth Edition 1.0. In Growth Edition 2.0, 360s currently contain

text boxes, not tied to Goals or Competencies found on the review with 360 Categories, and do not have rating sliders.

In Growth Edition 2.0, 360 Feedback requests can be sent to the same person multiple times. The feedback can contain the

same questions or new questions depending on the timeline. That way, managers can track feedback periodically during the

review cycle.

Growth Edition 1.0 vs. 2.0

GE 1.0 GE 2.0

Pre-configured between Growth Edition Support and the

Admin to decide which factors from the reviews will be

included

Admins can self-configure questions:

http://help.ge.csod.com/docs/configure-360-feedback

Managers cannot edit the information sent in the 360

Feedback reviews

Managers can edit/customize the questions

GE 1.0 GE 2.0

360 Feedback can only be placed on items found on

employee review forms

All responses are free-form and customizable - not tied to

items on the review

360 Feedback needs to be “marked completed” to be

viewed on Manager Review

360 Feedback needs to be submitted in order for the

feedback to go to the manager

360 Feedback requests can only be sent once to each reviewer

for any given employee

Multiple requests can be sent to a reviewer on the same

employee; feedback will stack in chronological order by question

first then by reviewer

Key Notes or Actions

It is still possible to have the 360 Feedback questions mirror items from the employees’ performance review form (such as

competencies). Admins can configure the questions based on the information listed in the review form and also ask “On a

scale of [insert scale here], how well do you think this employee achieved this?” If 360s were previously used as a workaround

for other managers to review the employees, we have taken this into account and are building out a more comprehensive

Multi-Manager feature.

360 Feedback Anonymity (part II)

What is changing?

360 Feedback anonymity is not supported in Growth Edition 2.0. Reviewers’ responses will come back with their name

associated to those responses. In Growth Edition 2.0, 360s are solicited and viewed by the managers, and sent to internal

Growth Edition users. External 360 Feedback is on the roadmap.

Growth Edition 1.0 vs. 2.0

GE 1.0 GE 2.0

360 Feedback can be anonymous, although the 360

reviewer category will still show

360 Feedback is not anonymous

Key Notes or Actions

Historical 360s are not migrated to Growth Edition 2.0; there is no risk of 360s and their author being exposed to employees

unexpectedly.

2. Category Weights

What is changing?

Goal categories are weighed equally amongst each other and the competency categories are weighed equally amongst each

other as well. Sub-goal weightings can still be adjusted as they were in Growth Edition 1.0.

Growth Edition 1.0 vs. 2.0

GE 1.0 GE 2.0

Goal and Competency Categories can be weighed

differently against each other

Goal and Competency Categories cannot be weighed

differently against each other

Key Notes or Actions

If goals need to be weighed differently, we recommend aligning the goals into one category to see how each goal will affect

the Overall Goal score.

3. Role Migration

What is changing?

Historical Roles and review data on them are fully migrated, however there are limits on the Roles that will be available for use

in future review rounds in Growth Edition 2.0.

Only Role Types associated to active or inactive employees in the current round are migrated to the Content Library within

Growth Edition 2.0. Goals and Competencies loaded in Growth Edition 1.0 that are not attributed to an active Role Type will

not be migrated to the Content Library. Only Goals and Competencies attached to active Roles attributed to active/inactive

users are migrated. In other words, Roles attributed to delete users only or to employees in historical rounds only will not be

available in the Content Library in Growth Edition 2.0.

Key Notes or Actions

If Admins would like certain goals, competencies, or Roles that are not already tied to active or inactive users (not deleted

users) to migrate into the new system, we recommend creating a test user and aligning the unassigned Roles to that user. Or,

if there isn't a Role containing previously unused goals or competencies, create a test Role to assign these goals and

competencies to (please reach out to GE Support via gesupport@csod.com to help create this Role). Then, assign the new

Role to a test user in the People section. The test user can be deleted later after the migration. We can also supply a Factor

and Role export so that unused goals and competencies can be manually added to your system via the Content Library

and/or Content Library Live Updates section. This second method can done after the migration.

4. Advanced Analytics

What is changing?

The 9-Box Talent Matrix contains the following features: search, my team, extended team (for multi-level managers) and

organization (for admins). The Advanced Analytics feature is on our roadmap; this includes other sorting features such as tag

filters, key trends, and kites. Admins have the ability to mimic into any employee’s account by clicking an employee from the

9-box.

Growth Edition 1.0 vs. 2.0

GE 1.0 GE 2.0

Analytics has additional features i.e. filters, keys, ability to

display historical trends of user’s reviews and make

comparisons

Analytics contains basic searching and sorting features

View “My Team”, “Extended Team”, “Organization”

Depending on your status in the system, you will have

access to view groups of people. As a manager, you will

view your team. As a manager with a hierarchy, you will be

able to view your extended team in the hierarchy. As an

admin, you can view whole organization.

GE 1.0 GE 2.0

View manager team reviews (like mimic access). Admins

can view reviews using their own accounts through

Analytics.

5. Future Goals/Goal Rollover

What is changing?

Because Growth Edition 2.0 was designed with sub-cycles, goals are set for the review period they are applicable to. More

than one review cycle can be open at any given time, allowing for users to set goals for future review cycles. Since only one

review cycle can be opened at a time in Growth Edition 1.0, employees were not able to set goals for that upcoming review

cycle in that cycle. Thus, Future Goal section was a workaround for employees to be able to set goals for the next review

period on the current open round.

In Growth Edition 1.0, only one review cycle can be open any given period, so employees couldn't set goals for that upcoming

review cycle. Thus, Future Goal section was a bridge between rounds in Growth Edition 1.0 for employees to be able to set

goals for the next review period on the current open round. In Growth Edition 2.0, Goal Setting has been separated from the

review form into its own standalone sub-cycle. Managers can set goals for multiple review cycles at once in the Goal Setting

area. This improves the Goal Setting process as managers can refer to past goals, write current round goals and put in goals

for other scheduled rounds at the same time. As goals are inputted on the round that they are applicable, they don’t get auto

populated from any other cycle.

Growth Edition 1.0 vs. 2.0

GE 1.0 GE 2.0

Since one review cycle can be open, goals for the future

round can be inputted in the current open round using

Future Goals tab

Goals are inputted in the review cycle they are applicable to

Since the Future goals were meant for the upcoming cycle,

goals could be rolled over from previous round to the current

round.

Goals are not auto populated from previous rounds

6. Goal Setting Process

What is changing?

Goal Setting is a separate sub-cycle in Growth Edition 2.0. The process has been streamlined and contains a clear

confirmation process. In Growth Edition 1.0, Goal Setting was part of the review form and goal boxes where shared between

the manager and employee. Thus, it was easy for managers and employees to overwrite each other and no notifications were

sent if changes to goals were made. Goal confirmation was unclear as well. However, Goal Setting is now a separate process

with a confirmation stage. The Confirm button allows managers to decide when to share/confirm their goals individually for

each direct report. Once confirmed, goals are placed on the review form. This process allows for managers and employees to

set goals in multiple sessions and allows managers to confirm goals per individual as needed. Changes made by the

employees or managers will appear as Updated in the other party’s Goal Setting area. Sub-goals can be edited and deleted

directly from the Goal Setting area.

Growth Edition 1.0 vs. 2.0

GE 1.0 GE 2.0

Goals inputted directly in the review form - not separate

from the review process in the system

Goal Setting is a separate sub-cycle within the overall

review cycle

Goals automatically shared once they are saved by

manager or self-assessor

Managers must click “Confirm” for goals to appear on the

Team Review and Self-Assessment

Unused sub-goals can’t be deleted, they are left blank and

employees can’t reach 100% complete on their review;

weightings must also be edited

Managers and employees can delete and edit sub-goals

directly in the Goal Setting area. Weights on deleted sub-

goals are distributed proportionally to the remaining sub-

goals automatically.

Key Notes or Actions

If an organization upgraded mid-cycle after goals were inputted in Growth Edition 1.0, managers may need to “Confirm” in

Growth Edition 2.0 to complete the Goal Setting sub-cycle. Exporting the “Completion Progress Report” and referring to the

“Goal Setting Completion Status” column. If “Not Shared” is listed, managers will need to complete the “Share” on their team’s

goals.

7. Scheduling & Archive Process

What is changing?

To assist in the tracking and messaging around each key step in the review process, reviews are segmented into sub-cycles:

Goal Setting, Self-assessment, Manager Review, and 360 Feedback, which can each have their own start and end dates.

This allows for timely notification emails and due dates to display for each in the system. When sub-cycles end and the data

collected is complete, Admins click “Lock this process” on the applicable sub-cycle. Locking the process puts that area in a

read only state, accessible to all users but not editable. This allows Admins to decide when Goals are fully set for the review

cycle and when the entire round is complete. This also gives flexibility to “Unlock” any sub-cycle that may have been missed

by one or a group of users, thus the reviews will not be permanently locked. Lastly, more than one review round can be open

at any given time, allowing employees to be rated on different Role Types or for different purposes simultaneously.

Growth Edition 1.0 vs. 2.0

GE 1.0 GE 2.0

Single review cycle process Review cycle split into sub-cycles

One review round open at one time 1+ review rounds can be open at one time

Archiving occurred once and reviews can’t be unarchive Locking/Unlocking allows Admins to flexibly open and close

sub-cycles

8. Changes to Roles, Goals, and

Competencies

What is changing?

Roles, Goals, and Competencies can be changed directly in the system by the Admin, even mid-cycle. The Content Library

contains all Goals and Competencies that were attributed to active Role Types in Growth Edition 1.0. Changes to Goals and

Competencies in this area are present in Review Cycles scheduled in the future; changes are not reflected in current or

historical review rounds for data integrity purposes. Once a Review Cycle is scheduled, review forms appear as a snapshot

from the configuration found in the Content Library at the moment the round was scheduled.

If changes are required mid-cycle, Admins can access the Content Library Live Updates within the Scheduling Section.

Admins can perform the following actions: add new Goals or Competencies, correct spelling mistakes, and remove Goals or

Competencies from Role Types. Additionally, sliders can be edited for questions and titles can be edited as needed.

Growth Edition 1.0 vs. 2.0

GE 1.0 GE 2.0

Roles, Goals, and Competencies are managed outside of

the system, with the Growth Edition Support team via

spreadsheets

Admins have full system control to make changes to Roles,

Goals, and Competencies in the Content Library

GE 1.0 GE 2.0

No changes permitted mid-cycle Changes can be made mid-cycle using the Content Library

Live Updates

Key Notes or Actions

Changes made in the Content Library will display in the next scheduled review. Changes made in the Content Library Live

Updates section will not filter back to the Content Library; these updates need to be made in the Content Library if future

reviews require them.

9. Development Plans

What is changing?

Cornerstone plans to release Development Plans in 2018. Text placed in the Development Plans (PDPs) in Growth Edition

1.0 will be migrated over to Growth Edition 2.0 in the “Overall Comments” section at the bottom of each review form. Titles,

Text and Action Items will be migrated in full. This text is retained in the Overall Comments field on each current or historical

review forms for reference. The Development Plan in Growth Edition 1.0 was a series of free text fields that allowed for

managers and employees to enter free text. This capability exists in Growth Edition 2.0 in the Overall Comments field as this

free text field accepts narrative text in the same way as the text boxes in the Development Plan in Growth Edition 1.0.

Employees can continue to put in Development Plan text in the Overall Comments until the Development Plan feature is

available.

Growth Edition 1.0 vs. 2.0

GE 1.0 GE 2.0

Workaround:

Key Notes or Actions

Managers and self-assessors can continue to use the Overall Comments box in Growth Edition 2.0 to capture the text

originally placed in the Development Plan in Growth Edition 1.0. To do so, copy the titles from the previous review round and

use them as headings in the Overall Comments box, i.e. “Current development objectives” and “Development actions.”.

Admins can also use a text box only competency to set-up a specific Development Plan section within the review. To do so,

please follow the steps below:

1. Head to Performance 2. Click into the Customize Goals and Competencies section 3. Create a new competency 4. Enter in the Title, Description of the Development Plan and attach roles 5. Click on “Create Textbox” 6. Fill in the title and default text of the text box 7. Repeat for any other open ended response areas for the Development Plan 8. Check and Save