HRMIS Wave 2 Additional Education for Career Managers and HRAs (TR.04 / TR.05)

Transcription

1 HRMIS Wave 2 Additional Education for Career Managers and HRAs (TR.04 / TR.05)

2 Objective and Agenda 2 The objective of this information pack is to provide information that is specifically relevant to Career Managers and HRAs who have Talent Management Specialist (TMS) roles. In this session, we will cover: Career Managers and HRAs will be referred as Talent Management Specialists (TMSs) in this pack. Not all TMSs will have the same system rights and access. Those with higher access are referred as TMS Secure. Additional information about processes, beyond what was in the previously presented Commander/Manager and Implementation Network education packs, including: Performance Management Career (and Professional) Development Civilian Annual Remuneration Review Process Roles and Responsibilities Programme of Learning Anticipated Frequently Asked Questions.

3 Performance Management 3

4 Performance Management Overview of the PDR cycle 4 Remember: There are different PDR cycle start dates depending on rank/grade and employment group.

5 Performance Management PDR System Status and Sub-statuses 5 Status Sub-status Description Main tasks In Preparation In Preparation The 1 Up Commander/Manager assigns Part Appraisers and Further Participants to the PDR. In Planning Start Planning The 1 Up Commander/Manager sets performance expectations and development goals for the PDR cycle. In Review Release Planning Approve Planning Start Interim Review Complete Interim Review End Year Review Complete Review Process The member reviews performance expectations and development goals. The member also completes career aspirations and confirms that they have updated their Talent Profile information. The 1 Up Commander/Manager discusses the expectations and goals with the member and makes any updates if required. The system notifies the member to start their interim self review. The member can selfreview their performance against performance expectations and development goals. The 1 Up Commander/Manager completes the member s PDR interim review and discusses the review with the member. The system notifies the member to start their final self-review. The member can self-review their performance against performance expectations and development goals. The 1 Up Commander/Manager updates Part Appraisers and Further Participants if required.

6 Performance Management PDR System Status and Sub-statuses 6 Status Sub-status Description In Process Part Appraisal in Process Final Review Overall Appraisal Approve Overall Appraisal 2 Up Approve Overall Appraisal 3 Up End Appraisal Process Part Appraisers provide feedback on the member s performance. The 1 Up Commander/Manager completes the member s PDR end-of-year appraisal. After discussing with the member, the 1 Up Commander/Manager can make any last updates to their member s PDR end of year appraisal. The 2 Up Commander/Manager completes the member s performance review, including the promotion or Extension of Service recommendation. The 3 Up Commander/Manager completes the member s performance review, including the promotion or Extension of Service recommendation. The member reviews the 2 Up Commander/Manager and 3 Up Commander/Manager reviews, adds or attaches any comments, and closes the PDR. The 1 Up Commander/Manager receives a notification once the member has closed the PDR.

7 Performance Management Changes for TMSs 7 PDR Administration (by exception) The TMS has full access to create, view, edit, delete and re-open PDRs. They can perform PDR actions, if required by the 1 Up Commander/ Manager (or other authorised user). Reporting & Monitoring The TMS can generate PDR status reports and extract PDR-related information as required. Support when system fails to create PDRs automatically If the 1 Up Commander/Manager position is vacant, an error is sent to the relevant TMS box. They must advise the 1 Up Commander/Manager to create the PDR.

8 Performance Management PDR Administration Transaction code ZPHAP_ADMIN 8 The TMS can perform any required PDR actions in the SAP HCM backend system: The Action Log is visible to track actions. This transaction code enables several actions, including: - Closing/deleting PDR(s) - Editing PDR Participants - Editing PDR details - Attaching/removing performance related documents - Changing the PDR status for one or more PDRs The TMS can view and edit (by exception only) data in the body of the PDR. The TMS should only edit the PDR on behalf of the member or Commander/Manager or when a change in status is required (i.e. when a PDR has been closed but needs to be reopened for an amendment).

9 Performance Management Reporting example Transaction code ZPHAP_SEARCH 9 The TMS can generate PDR status reports and extract PDR related information using this transaction code: The Reporting button provides options for data analysis and extraction. The system allows the TMS to select the report parameters (template, appraise, period, etc )

10 Performance Management Example: Support when system fails to create PDRs automatically 10 If the 1 Up Commander/Manager is vacant, an error will be sent to the relevant TMS box. The following information will be displayed on the The will contain enough information to identify those members whose PDR failed to create.

11 Performance Management Business Rules Additional detail for TMSs 11 Short Title PDR Administration Change - Authority Rule TMS Directors have the final authority for all PDR Administration Changes. TMS Directors can delegate this authority to individual TMSs. (The TMS is the only role which has the authority to complete all Administration Changes to a PDR within the system).

12 Career Development 12

13 Career Development Changes for Career Managers 13 New reporting functionality There is a new talent search function that allows TMSs to run ad-hoc queries on Talent Management data (e.g. searching for location preferences). Talent Groups Talent Groups can be used to organise members for consideration at Career Boards or for other targeted Career Management purposes. Talent Profile Career Development Plan Succession planning TMSs can view members' Talent Profiles in the Talent Management Portal (TMP). The Talent Profile informs Career Management and Career Board discussions. TMSs can view and update members Career Development Plans in the TMP. TMSs can record career development interview notes against members Career Development Plans. There is a new tool to record and manage succession plans. Career Boards The Talent Review Meeting will be used to organise and display information for Career Review Boards. An auto-notification of the Extension of Service outcomes will be sent to the members considered at the Extension of Service Approval Board. Members who are offered an Extension of Service will accept or decline it in their ESS Task List. Members and their Commanding Officers will receive auto-notifications of the outcomes of Promotion and Career Development Approval Boards.

14 Career Development Changes for HRAs 14 Talent Profile Career Development Plan TMSs can view members Talent Profiles in the Talent Management Portal (TMP). TMSs can view and update members Career Development Plans in the TMP. TMSs can record career development interview notes against members Career Development Plans. HRAs and civilian members have access to Talent Profiles, Career Development Plans, and related functionality. The civilian professional development process will not use all of this functionality at go live. HRAs need to understand the changes with Career Development as they may be asked to support Commanders/Managers.

15 Career Development Talent Search 15 There is a new reporting functionality that allows TMSs to search for specific talent information stored in members Talent Profiles. For example: a member with a specific location preference or education history. TMSs can search for members using information stored against their Talent Profiles. Note: the system cannot cope with ad-hoc queries run across the entire organisation that search is too big. These queries need to be run against smaller groups of users.

16 Career Development Talent Profile 16 TMSs can view Talent Profiles to access member Talent Information, including: Overview Resumé (NZDF Work Experience, Non NZDF Work Experience, Accomplishments, Education) Talent Assessment (Potential, Performance, Career Development Plan) Location preference Posting preference Qualifications Talent Groups. The 1 Up Commander/ Manager or TMS can update a member s Talent Profile on their behalf (by exception only) When information needs to be updated or recorded A member records their relevant information in their Talent Profile The 1 Up Commander/Manager or TMS can add comments on a member s Talent Profile

17 Career Development Example: TMS views a member s Talent Profile in the Talent Management Portal (TMP) 17 In addition to the online training courses about Talent Profile (D64034: Maintain Talent Profile and D64035: Career Development - COMD/ Managers), TMSs will also receive dedicated classroom training (D64036: Manage Career Development) on this process. The TMS selects the appropriate tab within the Talent Profile to view a member s talent information.

18 Career Development Career Development Plan (CDP) 18 The Career Development Plan (CDP) records a member s medium-to-long term career development goals and action plans. A member s 1 Up Commander/Manager creates and manages the member s CDP. The member can view their CDP and career development interview notes in ESS. The member is to be notified when interview notes are completed or when updates to their CDP are finalised (these notifications are not generated automatically). When a career development interview is required The TMS or 1 Up Commander/Manager uses the member s Talent Profile to collate information for a career development interview The 1 Up Commander/ Manager will update the member s CDP with information stored in their Talent Profile. The TMS or 1 Up Commander/ Manager records interview notes against the member s CDP The TMS records interview notes and actions directly against the member s CDP. The member views their CDP or interview notes via ESS (but they cannot edit their CDP). The CDP can be used for other career planning activities (e.g. selecting members for training courses or succession planning).

19 Career Development Example: The TMS views and updates the member s CDP 19 When the CDP is completed, the member will be notified that it has been updated. Career development interview notes, objectives and actions are recorded against the relevant CDP.

20 Talent Groups 20 Talent Groups can be used by TMSs to organise members who will be considered for a Career Board or for other career development purposes. TMSs and Commanders/ Managers must ensure that duplicate Talent Groups are not created and that redundant groups are removed. This will ensure that the Talent Group catalogue maintains integrity. A Talent Group is created or removed when required The TMS sends a request for the creation or removal of a Talent Group to the Career Management Director/HRAS Manager The Career Management Director/HRAS Manager approves or declines the request for the creation or removal of the Talent Group If the request is approved, the TMS adds or removes the Talent Group in the Talent Management Portal The TMS requests the creation of Talent Group for a Career Board or other Career Management purposes. Business rules will govern when Talent Groups for previous Career Boards will be removed from the system. The required members are assigned to the Talent Group.

21 Talent Groups 21 When creating a Talent Group, the TMS must specify the title, description, the length of time that members will be assigned to the Talent Group, and the members of the support team. Documents can also be attached to the Talent Group.

22 Career Development Career Boards 22 Career Boards will use the new Talent Review Meeting functionality Talent Review Meetings will organise member talent information to be presented to the Board and will automate the generation of board hand-outs The system will send an automatic notification of the Promotion and Career Development Board outcomes to members and their Commanding Officers Those considered for an Extension of Service will receive an automatic notification of the Board outcome A member who is offered an Extension of Service can accept or reject it via the Task List in ESS. It is important that members Talent Profiles are up-to-date before the Board is held, because the board will use the information in the Talent Profiles to make decisions.

23 Career Development Career Boards 23 The Talent Review Meeting is set-up and hand-outs are distributed. 1 Compile Information for a Career Board 2 Promotion and Career Development Board (Advisory) 3 3 Promotion and Career Development Board (Approval) Extension of Service Board (Approval) The approving step in the Approval Board will automatically generate a notification of Board outcomes to the members under consideration. At the completion of the advisory board, the system automatically generates the Talent Review Meeting for the approval board. 2 Extension of Service Board (Advisory) The final approval board may be held without a prior advisory board.

24 Career Development Compiling Information for a Career Board with the Talent Review Meeting 24 The Talent Review Meeting is used to create hand-outs for the Career Board and display information about members when the Board is held. A TMS can view members within their areas of responsibility in a Talent Review Meeting. The Talent Group organises members to be considered at a Talent Review Meeting. Prior to the relevant board When a Talent Review Meeting is created for a Career Board, the TMS assigns areas of responsibility The TMS creates Talent Groups for the Career Board and runs a transaction to assign members to the Talent Group The TMS checks that members have completed PDRs and updated their Talent Profiles The TMS creates the Talent Review Meeting in the Talent Management Portal and assigns participants and agenda items The relevant Board is held The TMS prints system generated hand-outs and sends to Career Board Participants before they attend the Board The TMS adds their recommendations / narrative for the relevant Board to the Talent Review Meeting Hand-outs are created as PDFs, and can be sent via or printed and sent in hard-copy. Business rules will govern when Talent Groups for previous Career Boards will be removed from the system.

25 Career Development Compiling Information for a Career Board (Example: Viewing the Talent Review Meeting Set-up) 25 Board Information is populated. Meeting participants are nominated into the meeting. These are the members being reviewed by the Board members. Support Team members include the nominated Board members and the associated TMSs running the Board.

26 Career Development Viewing the Talent Review Meeting in the Board 26 When the Talent Review Meeting is being presented, the candidates are displayed on the screen and can be selected to view their Talent Profile in more detail. By selecting a member, the Board can view their detailed talent information. The candidates can be selected and compared.

27 High-level Overview of the Career Board Process 27 This is a high-level overview of the Career Board process that illustrates the generic functions that occur during a Career Board. Each type of Board will use a variation of this process. Board is held At the beginning of the Board meeting, the TMS opens the Talent Review Meeting and selects a member for discussion The Board discusses the member and determines a recommendation The TMS approves, rejects, or retains the member s nomination to a Talent Group and records the Board narrative The TMS approves and completes the Talent Review Meeting Board ends

28 Career Development Promotion and Career Development Advisory Board 28 The TMS will display the Talent Review Meeting to the Board. The Calibration Tool is used to compare members. When the Board is held At the beginning of the Board meeting, the TMS opens the Talent Review Meeting and selects a member for discussion The Board discusses the member and determines a recommendation for their clearance for promotion The TMS approves, rejects, or retains the member s nomination to a Talent Group and records the Board narrative The TMS runs the calibration tool to compare members The processes ends The TMS approves and completes the Talent Review Meeting for the Promotion and Career Development Approval Board and the Board ends The TMS runs the Order of Merit SAP report, displays it to the Board to moderate, and records the finalised Order of Merit Approving the Talent Review Meeting for the Advisory Board automatically creates the Talent Review Meeting for the Approval Board.

29 Career Development Promotion and Career Development Approval Board 29 The approval board is held after the advisory board The Board reviews the Advisory Board s recommendations. By retaining a members nomination, a Board can reserve their decision on a member s Extension of Service. When the Approval Board is held At the beginning of the Board, the TMS opens the Talent Review Meeting and selects a member for discussion The Board discusses the member and determines an outcome for the member s clearance for promotion The TMS records the Board s narrative and approves, rejects or retains the member s nomination to the Talent Group The TMS runs the calibration tool to compare members The process ends The Member and their 1 Up Commander/ Manager receive an automatic notification from the system of the Board outcome On direction from the Career Management Director, the TMS approves and completes the Talent Review Meeting The TMS runs the Order of Merit SAP report, displays it to the Board to moderate, and records the finalised Order of Merit An auto notification will only be generated for members who have been approved/ rejected. If required, the report is merged with the report from the Advisory Board.

30 Career Development Extension of Service Advisory Board 30 The Talent Review Meeting is used to display and record information for the Extension of Service Advisory Board. A TMS will display the Talent Review Meeting to the Board. If required, the Board makes adjustments to the recommended Extension of Service dates. The report with the recommended Extension of Service dates displays a distribution of End of Engagement Dates. If the End of Engagement Date distribution that is not favourable, the Board may revisit their decisions. When the Advisory Board is held At the beginning of the Board, the TMS opens the Talent Review Meeting and selects a member for discussion The Career Board views the information on the member and makes a recommendation on the member s Extension of Service The TMS updates the Engagement End Date report in Excel with the member s Extension of Service recommendation When all member recommendations have been recorded in the Engagement End Date report, the Board views the distribution The Extension of Service Approval Board The TMS approves and completes the Talent Review Meeting and the Board meeting ends The TMS approves / declines / retains the member s nomination to the Talent Group in the Talent Review Meeting The TMS records the Board comments and narrative in the Talent Review Meeting By approving the Talent Review Meeting, the system automatically creates the Talent Review Meeting for the Extension of Service Approval Board. By retaining a members nomination (in some cases, delaying a Board decision), a Board can reserve their decision on a member s Extension of Service.

31 Career Development Extension of Service Approval Board 31 The approval board is held after the advisory board The Approval Board is held At the beginning of the Board, the TMS opens the Talent Review Meeting and selects a member for discussion The Board views the Advisory Board s recommendation and determines an Extension of Service outcome for the member The TMS updates the Engagement End Date report with Extension of Service outcomes When all the members are discussed and recommendations are recorded in the Engagement End Date report, the Board views the distribution Approving the Talent Review Meeting moves the Talent Review Meeting to the completed meeting tab. On direction from the Career Management Director, the TMS approves and completes the Talent Review Meeting The TMS uploads the Engagement End Date Bulk Upload Spreadsheet The TMS approves or rejects member nominations for the Talent Group the Talent Review Meeting The TMS updates and confirms the Extension of Service dates and narrative in the Talent Review meeting The respective Career Management mailbox will receive system generated notifications if the member does not action their offer in their Task List after one month. Members considered at the Extension of Service Approval Board receive an automatic notification from the system of the Board Outcome Members approved for an Extension of Service receive their Extension of Service offer in their ESS Task List, which they accept or decline The Approval Board is complete

32 Career Development Succession Planning 32 When there is a call for nominations or a succession plan is required for a position, the TMS identifies candidates for the position, and assigns them against the succession plan for the position giving the candidate a ranking and level of readiness. The new tool will provide greater transparency of successors assigned against positions. This functionality is only relevant to military members at this time. A succession plan is required for a position Candidates for the succession plan are identified Candidates are assigned and ranked against the succession plan for the position A succession plan for a position is created / updated Occurs when a there is a call for nominations or when a member, endorsed by a Commander/Manager, indicates interest.

33 Career Development Succession Planning 33 The TMS views and updates a succession plan for a position in SAP (HRTMC_PPOM) The TMS assigns a successor against a position, identifying the successor s ranking, readiness, nomination reason, and providing any additional comments. The TMS selects the plus icon to add a successor to a position. The TMS fills in the information for the member assigned as a successor on the succession plan.

34 Career Development Business Rules Additional detail for TMSs (continued on the following page) 34 Short Title Talent Group Creation Talent Group Removal Talent Meeting Creation Rule 1.Only members assigned to the role of TMS will have the ability to create Talent Groups. 2.Only Career Management Directors have the authority to approve the creation of Talent Groups. 3.All Talent Groups not auto populated for Board processes will conform to the following naming convention: CM Unit - Short Title - Creation Date - Expiry Date. Example: Navy Officers - GLS LTCDRs Only Career Management Directors have the authority to approve the removal of Talent Groups. 2.Only members assigned to the role of TMS will have the ability to remove a Talent Group. 3.Single service Career Management units are responsible for the removal of all expired Talent Groups under their management. This includes all Talent Groups auto populated for the Board Process (refer HR ). 4.A Talent Group that is created and auto populated for Board purposes is to be removed prior to the creation of a new Talent Group of the same composition. For example: The Talent Group 'PB Army MAJ 2016' is to be removed before the creation of the Talent Group 'PB Army MAJ 2017'. 1.Only Career Management Directors have the authority to approve the creation of Talent Meetings. 2.Only members assigned to the role of TMS will have the ability to create Talent Meetings. 3.All Talent Review Meetings not auto populated for Board processes will conform to the following naming convention: CM Unit - Short Title - Creation Date - Expiry Date. Example: Navy Officers - GLS LTCDRs Review

35 Career Development Business Rules Additional detail for TMSs (continued) 35 Short Title Talent Meeting Removal Closure of Board TRMs Rule 1.Only Career Management Directors have the authority to approve the removal of Talent Review Meetings. 2.Only members assigned to the role of TMS will have the ability to remove a Talent Meeting. 3.Single service career management units are responsible for the removal of all expired Talent Meetings under their management. This includes all Talent Meetings auto populated for the Board Process (refer HR-040.2). Only Career Management Directors have the authority to approve a TRM with a category of 'Extension of Service Board' or 'Promotion and Career Development Board'. Approval of Promotion It is the responsibility of the CO to inform the member of promotion outcomes - approved/declined Management of Tri- Service (Service Tied) or single Sevice Positions Management of Citical Tri-Service Positions Single Service Career Manager Directors will determine when a Tri- Service (Service Tied) or relevant single Service position is identified as 'Critical' MILSEC to CDF will determine when a Tri- Service position is identified as 'Critical'

36 Civilian Annual Remuneration Review Process 36

37 Civilian Annual Remuneration Review Process Changes for HRAs (there are no applicable changes for Career Managers) 37 Entering ARR outcomes into SAP HCM HRAs have a dedicated section in the ARR to enter SRP/PCC review outcomes. (This is only used when the SRP or HRAS Manager overturns the 2 Up Commander/Manager recommendation.) Members will not have ESS access to their ARR. Only 1 Up Commander/Managers (via MSS), 2 Up Commander Managers (via Task List when required) and HRAs (via TMP or SAP backend) can view the ARR. ARR Administration (by exception) HRAs can perform specific administration actions (by exception only) if required by 1 Up Commanders/ Managers. Viewing and reporting on the ARRs status HRAs can view and report on an ARR s status. This allows HRAs to know if 1 Up or 2 Up Commander/Manager have completed their sections before their deadlines and if ARRs are being completed for eligible members.

38 Civilian Annual Remuneration Review Process Example: 2 Up Commander/Manager Assessment and HRAS Comments (if applicable) 38 Members will receive feedback from their 1 Up Commander/ Manager and they will also receive a formal notification of the outcome. The TMS can save and exit for future edits or close the ARR Process when completed. The TMS is not required to close ARRs individually. If preferred, TMSs can close multiple (or all) ARRs at once using the SAP backend administrator function (ZPHAP_ADMIN).

39 Civilian Annual Remuneration Review Process Reporting example Transaction code ZPHAP_SEARCH 39 Similar to the PDR functions, the TMS can generate ARR status reports and extract ARR related information as required using the ZPHAP_SEARCH transaction code: The Reporting button provides options for data analysis and extraction. The system allows TMSs to select the report parameters (template, appraise, period, etc )

40 Civilian Annual Remuneration Review Process ARR Administration Transaction code ZPHAP_ADMIN 40 TMSs can perform any required ARR actions in SAP HCM backend: TMSs can perform several actions using the transaction code ZPHAP_ADMIN, including: - Closing/deleting one or more ARRs - Editing ARR Participants - Editing ARR details - Changing the status for one or more ARRs TMSs are able to view and edit (by exception only) any data in the body of the ARR.

41 ARR Business Rules Additional detail for TMSs 41 Short Title Rule Signing ARR reports ARR summary reports, once approved by the SRP, are to be signed by the Chairperson.

42 Roles and Responsibilities 42

43 Roles and Responsibilities As TMSs 43 Responsibility Be forward looking when discussing long term career plans Liaise with senior leadership in each service to identify issues and concerns, and address as appropriate Support leadership teams when cascading PDR information through the organisation Identify the appropriate 1 Up Commanders/Managers to initiate PDRs that the system failed to generate Perform actions on appraisal documents as required by 1 Up Commander/ Manager Ensure that Talent Groups are created and delimited as required Record succession plans in the Succession Planning tool Why is this important? Forward looking PDR goals will help members achieve their long term goals in the Career Development Plan (CDP). TMSs are the first point of contact to deal with issues and should aim to address these or refer these as appropriate (e.g. any policy issues should be referred to DPE, system issues should be referred to CIS). TMSs are responsible for providing advice or guidance as appropriate. This might include, for example, directing any personnel queries to the appropriate section of the HR Toolkit or LMS. TMSs will receive a notification when this happens and will be required to identify and advise the 1 Up Commander/ Manager to initiate those PDRs. There are certain actions that only TMSs will be able to perform on appraisal documents. These may include, for example, changing the status to allow amendments, among other actions. Career Managers are responsible for keeping the Talent Groups stored in SAP HCM up-todate to ensure that the amount of data in the system does not become unmanageable over time. The SAP HCM Succession Planning tool provides a central repository for these plans, replacing a legacy databases and tools that have been used to manage succession planning in the past.

44 Roles and Responsibilities Specific to Career Managers 44 Responsibility Ensure that interview notes and Career Development Plan (CDP) updates are recorded in SAP Display the Talent Review Meeting content to Career Board participants Record Career Board narration and outcome in the Talent Review Meeting Follow-up members that have not accepted or declined their Extension of Service offers Why is this important? CDPs are now recorded in SAP HCM, creating one source of the truth, and increasing transparency with the member. Career Managers have unique system access that allows them to use the Talent Review Meeting functionality to organise and display member information to the Board. Career Managers have unique system access that allows them to record Career Board outcomes directly in the Talent Review Meetings. Members are required to respond to any EoS offers.

45 Roles and Responsibilities Specific to HRAs 45 Responsibility Review ARRs once completed by 2 Up Commanders/Managers Why is it important? The system will not automatically notify the HRA when the 2 Up Commander/Manager has completed an ARR. The HRA is required to review these via the Talent Management Portal in preparation for the SRP/PCC.

46 Support and Training 46

47 Education and Training for TMSs 47 Face-to-Face Education HRMIS Wave 2 Overview and Education for Commanders/Managers HRMIS Wave 2 Additional Education for the Implementation Network and Specialist Users HRMIS Wave 2 Additional Education for Career Managers and HRAs (this course) Online Training D64034: Maintain Talent Profile D64027: PDR Planning - Members D64028: PDR Interim Review Members D64029: PDR Final Review Members D64030: PDR Planning COMD/Managers D64031: PDR Interim Review COMD/Managers D64032: PDR Final Review COMD/Managers D64035: Career Development COMD/Managers D64037: ARR - Commanders/Managers Classroom Training D64033: Manage Performance Management D64036: Manage Career Development, module 1 and 7 D64036: Manage Career Development, all other modules (Career Managers only) D64038: Manage Civilian Remuneration Reviews (HRAs only). The education and training modules will be provided just-intime for users. Members who miss the education briefings can catch up by completing D64026 (PDR/CDP Overview - COMD/Managers) on LMS.

48 Education and Training for Career Managers Just-in-Time Delivery 48 D64034: Maintain Talent Profile As members of NZDF D64027: PDR Planning Members D64028: PDR Interim Review - Members D64029: PDR Final Review Members As Commanders / Managers As Career Management HRMIS Wave 2 Overview and Education for Commanders/ Managers HRMIS Wave 2 Additional Education for the Implementation Network and Specialist Users HRMIS Wave 2 Additional Education for Career Managers and HRAs D64030: PDR Planning - COMD/Managers & D64035: Career Development - COMD/Managers D64033: Manage Performance Management & D64036: Manage Career Development (mod 1 and 7) D64037: ARR - Commanders/ Managers D64036: Manage Career Development (mods ) D64031: PDR Interim Review - COMD/Manager s Go live 23 March ARR July 2015 D64032: PDR Final Review - COMD/ Managers KEY Education modules D64037: ARR - Commanders/ Managers Training modules only for managers of civilians

49 Education and Training for HRAs Just-in-Time Delivery 49 D64034: Maintain Talent Profile As members of NZDF D64027: PDR Planning Members D64028: PDR Interim Review - Members D64029: PDR Final Review Members As Commanders / Managers As Career Management HRMIS Wave 2 Overview & Education for Commanders/ Managers HRMIS Wave 2 Additional Education for the Implementation Network and Specialist Users HRMIS Wave 2 Additional Education for Career Managers and HRAs D64030: PDR Planning - COMD/Managers & D64035: Career Development - COMD/Managers D64033: Manage Performance Management & D64036: Manage Career Development (mod 1 and 7) D64037: ARR Commanders/ Managers D64038: Manage Civilian Remuneration Reviews D64031: PDR Interim Review - COMD/Manager s Go live 23 March ARR July 2015 D64032: PDR Final Review - COMD/ Managers KEY Education modules D64037: ARR Commanders/ Managers Training modules only for managers of civilians

50 Your next steps Complete your pre Go Live online training D64034: Maintain Talent Profile D64027: PDR Planning - Members D64035: Career Development - COMD/Managers D64030: PDR Planning - COMD/Managers 2. Complete your pre Go Live classroom training D64033: Manage Performance Management D64036: Manage Career Development, module 1 and 7 3. Support Commanders/Managers at your location in promulgating information to their teams 4. Be proactively available to answer questions and help people understand and use the system 5. Complete your post Go Live classroom training D64036: Manage Career Development, all other modules (Career Managers only) D64038: Manage Civilian Remuneration Reviews (HRAs only).