2010 ULTIPRO YEAR END REPORT - PERFORMANCE MANAGEMENT

ACCOMPLISHMENTS

To date, the Pinnacle team has worked with the Talent Development department in developing a firm-wide competency model which includes components from legacy LECG, Smart and Bourne. Additionally, the team has built an annual review into UltiPro Performance Management and conducted a pilot group consisting of approximately 10% of the LECG employee population. The primary members included in this effort were Jonathan Stomberger, Nicole DiBacco, Suzanne Seidl, Matthew Pettengill, Suzanne Patrick, and Megan Pearsall. Accomplishments of the team to date are as follows:

1. Drafted a new LECG core competency model and behavioral indicator framework. The new model has included important aspects of performance metrics from each of the recently merged component companies. This information can be found on the I-drive under Talent Development: Performance Management: 2010 PM Project: Annual Review Form: 2010 LECG Annual Review Form (p. 3).

2. Designed a single annual review process, timeline and on-line review tool. The UltiPro Performance Management system is the annual review tool that the Pinnacle team is recommending the company use going forward in 2011.

3. Created training materials for the Competency Model and UPM functionality. UltiPro Performance Management (UPM) training materials are available Connect (type ‘Performance Management’ in the top right search bar). The team has created several Quick Reference Guides and Adobe Captivates (Completing a Review and Delegating a Review).

4. Led the 2010 annual review pilot group. There was positive feedback from the pilot group even though they were following a more condensed timeline than the rest of the organization. The timeline for completing the pilot annual review was slightly more accelerated than the rest of the organization but participants expressed the ease of use UPM system offered. Additionally, UPM also allows documents to be uploaded both within the review and to UltiPro core so that employees and evaluators can comment more accurately on performance.

5. Built a model UPM engagement review. The current engagement review used by consultants working in the field has been built into UPM. The completion of engagement reviews has been historically low and the Pinnacle team feels confident that making the electronic transition to UPM for these reviews will make for a more succinct and streamlined process.

6. Best practice UPM engagement review process flow. The Pinnacle team is proposing 3 processes to completing an engagement review which are housed on the I-drive under Talent Management: Performance Management: 2010 PM Project: UPM Engagement Review (Visio). The team is recommending the “Electronic sign and PDF” process as this places the responsibility of the engagement review into the hands of the employee once they reach 80 hours on an engagement. The electronically signed engagement review will be housed within the Documents section of UltiPro core for reference during semi-annual and annual reviews.

OUTSTANDING

1. UltiPro Performance Management roles. Identification of who should generally perform the following roles in the annual review process:

a. Reviewer/ Evaluator

b. Contributor/ 360 - feedbackc. Approver

2. UltiPro Performance Management process. If a review is delegated, should the original evaluator be assigned as an approver?

a. A reason that a review would be delegated is because the assigned evaluator has not worked with the employee regularly enough to provide an accurate performance review or there the original evaluator does not have time to complete the review.

3. Incorporating technical career track into UPM. Creating a new review in UPM is very simple and easy to follow when using the Administrator guide.

a. Status: The Pinnacle team recommends surveys are distributed to separate components of the company in order to obtain feedback on the current competency model in place and to determine if more specific models are warranted.

b. Next Steps: HR and Talent Development departments to decide upon the best approach to take for 2011.

4. UltiPro Performance Management used for Exit Interviews. A demo process has been identifieda. Status: Open, HR is evaluating possibilitiesb. Next Steps: HR attending UPM training to learn how to set up exit interview in UPM.

5. Process Question: What will the engagement review process look like?a. Status: Open, 3 approaches are listed on the I-drive under Talent Management: Performance

Management: 2010 PM Project: UPM Engagement Review (Visio). b. Next Steps: HR and Talent Development departments to decide upon the best approach to take

for 2011. 6. Incorporating electronic signatures into engagement reviews.

a. Status: Open, the Pinnacle team is recommending that the company use electronic signatures as this would create a more efficient, paperless approach to not only engagement reviews, but all paper forms that require signatures.

b. Next Steps: HR and Talent Development departments to decide upon the best approach to take for 2011.

ADDITIONAL AREAS FOR IMPROVEMENT/DEVELOPMENT

1. Finalize Competency Framework for the 2011 Annual Review Process. Feedback from the UPM Annual Review was positive in terms of the competency framework. However, some industry groups may want different competencies to capture specialized performance (i.e. Technical Career Track, GAT).

2. Pilot the LECG UPM Engagement Review. Contact the groups who participated in the UPM Annual Review pilot group first and be sure to send out a survey to weigh options.

3. Conduct an LECG-wide Office and Engagement Manager survey. Prescribe the most convenient format and process for the annual and engagement reviews. Obtain feedback from low level employees to high tier employees.

4. Revise the UPM Annual Review and Process Flow. The process flow of the UPM Annual Review will need to be revisited in order to fully use the functionality of the system (i.e. objective-setting, objective journal, approver process, 360/ Multi-rater feedback).

5. Continue to work on the 2010 PMP Work Plan. This is located on the I-drive: Talent Development: Performance Management: 2010 PM Project.

6. Go-live of all UltiPro reviews. This will need change management and SOP.

7. Distribute UPM Annual Review Company-wide Q3. The new UPM module is in development with UltiPro and being piloted. This new module should be evaluated sometime in the next 2 years by LECG.

8. UPM Cognos Reporting Package. This package should be explored as reporting capabilities are anticipated to be greatly improved using the tool.