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This document is meant to provide a high- level training strategy and approach designed to accompany the implementation of the UltiPro Performance Management tool which will be used as part of LECG’s 2010 annual review process.

2010 Annual Review and Evaluation Process

Legacy Bourne

Legacy SMART Legacy LECG

2010

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CONTENTS

Introduction.............................................................................................................................................3

Process Overview....................................................................................................................................3

Goals for the Training..............................................................................................................................5

Overall Training Objectives......................................................................................................................5

Audience Analysis....................................................................................................................................5

Training Media.........................................................................................................................................6

Training Development / Timeline............................................................................................................6

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INTRODUCTION

LECG, LLC is composed of several consulting organizations each having its own unique performance management process, performance metrics, competencies, and review schedule. As LECG evolves into one united organization, it is the vision of LECG leadership to have a single, standard annual review form and evaluation process.

As part of the process and organizational unification initiatives related to Project Pinnacle (the project name given to the integration efforts), the Talent Development Department has been tasked with designing a new automatic approach using the UltiPro Performance Management (UPM) software. The UPM tool is new to all employees and the deployment of the solution will require training and change management to ensure adoption of UPM by the employee population. This document has been designed to outline the target audiences, capture training objectives and detail the training approach for all LECG – US based staff on the UPM tool to facilitate the 2010 annual review process. The UPM based annual review process will begin with all LECG US based staff and will be extended to LECG international locations during the next review period, after it has been appropriately tested.

PROCESS OVERVIEW

The following is a high level overview of the system activities/steps that will occur during the UPM annual review process:

1. Supervisors who report to Managing Directors/Experts can choose to delegate reviews to evaluators within the UPM environment.

2. The employee logs into the UPM module to complete a self review and then releases the self review to their evaluator.

3. The evaluator logs into UPM and provides ratings and feedback on the employee. 4. The evaluator will then route the review to the approver who will review the evaluator’s ratings, add

additional necessary comments and approve the review.5. The supervising manager and employee meet to discuss the review.6. The evaluator releases the finalized review to the employee.7. The employee reviews the final evaluation, adds final comments and acknowledges the review to close

the process.

The workflow diagram on the next page illustrates the steps within the review process, the roles and responsibilities associated with each step, and the anticipated timing based on preliminary process and module deployment plans.

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GOALS FOR THE TRAINING

With the roll out of the new technology and the consolidated process across the entire organization, the goals of the training are as follows:

1. Support the end users in the transition from the legacy manual review processes to the new automated review process through the UPM implementation.

2. Enable change by creating a venue for communicating with stakeholders and leadership with respect to anticipated changes within the annual review processes and the competencies that will be measured.

3. Provide direction on how to tactically complete the assessments using the UPM tool.4. Train employees on how to understand the new review system and processes included.

OVERALL TRAINING OBJECTIVES

The following objectives outline the tasks that end users are expected to perform following the training and UPM system deployment:

1. End-users will be able to reach LECG’s UltiPro Core homepage and navigate to UPM using their username and password.2. End-user will be able to recognize the UPM icons and identify their functions.3. End-users will be able to navigate through the homepage and all sections, links and other items necessary to complete their assigned task(s).4. Employee/Evaluator/Approver will be able to successfully accomplish completion of a Review according to LECG guidelines and standards.5. Those who report to an MD/Expert will be able to delegate review to an evaluator.

AUDIENCE ANALYSIS

The preliminary training will utilize LECG US employees to determine any necessary UPM adjustments for the global roll-out for the next review cycle. The following are the stakeholder groups that are in scope for the UPM training outlined in this document.

LECG US Personnelo Employeeo Evaluator/Approvero Office Manager

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The table below outlines the Target Audience, Training Focus Area and Training Media targeted for each audience.

Audience Tactical Training Focus Area Training MediaEmployee - How to complete a self review Live Training (30-60 minutes)

Captivate (3-5 minutes) Job Aid

Supervisor/Approver - How to complete an annual review- How to delegate a review- How to identify past due reviews

Live Training (30-60) minutesCaptivate (7-10 minutes)Job Aid

TRAINING MEDIA

The suggested tools for UPM training will be the use of job aids and the Adobe eLearning Suite. The Adobe E-Learning Suite is a collection of applications for learning professionals, instructional designers, training managers, content developers and educators to assist in the development and delivery of computer based training.

The Adobe program that LECG’s Talent Development team will utilize will be Adobe Captivate 5, the newest product released in May 2010. Captivate trainings will include free-flowing visuals to equip end-users with the knowledge to openly navigate through the system, and, if desired, interact with what appears to be a live system. This pseudo live environment recreates the feel and aspects of the flexibility of a live environment without the associated risk.

This training approach has been selected because it allows employees to review the materials at any time, on demand, and can be accessed from anywhere the user has internet/computer access. In addition, the resources required to support the development of such training are minimal and re-deployable, giving the Talent Development team the ability to train new hires and non-US offices when UPM is rolled out to the organization globally without adding strain on the department.

Aside from the Captivate sessions, job aids will be developed as a quick reference guide for those that prefer to learn from this type of media. The job aids will offer all end-users (employee, evaluator and approver) step-by-step procedures for completing reviews in the UPM environment in the form of a Word or PDF document that may be printed, or pulled up and referenced during the process.

TRAINING DEVELOPMENT / TIMELINE

The impending self reviews call for an aggressive training development and deployment timeline. The high level project plan below identifies the milestones needed to accommodate leadership’s vision for the timing of the annual review process and the associated tasks.

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