Performance Management System for Falmouth University

Tender description

As part of the redesign of our performance management model for Falmouth University and FX Plus' 1,300 staff members (*), we are looking for a new online performance management system that would support us in this ambitious strategy. The main objectives are to: - Foster a culture of positive and real-time feedback through regular check-ins - Encourage a forward-facing conversation between the employee and their manager - Enable consistent performance management based on clear expectations and an accurate evaluation framework to assess what we do (achievements vs objectives) but also how we do it (behaviours vs values) - Make the performance management cycle simple and effective To do so, we are looking for a supplier to provide, implement and maintain a cost-effective and integrated, cloud-based performance management system. (*) 800 in Falmouth University, 500 in FX Plus. April 2018 baseline, subject to change. Our long term vision is for a talent management suite that supports our need to plan, attract, develop, reward, engage and retain talent. To achieve this we will require functionality to support in workforce planning, recruiting & onboarding, performance appraisal, goal management, learning management, competency management, career development, succession management and compensation & benefits. A brief description of the tools required for each of these stages is included below. Whilst it is not a requirement that all of this functionality will be supported through a single technical solution, we will be seeking to ensure there is integration and commonality of data to facilitate better data analysis and a unified user experience. • Workforce Planning - Tools to support the systematic identification and analysis of what an organization will need in terms of the size, type and quality of the workforce to achieve its objectives. • Recruiting and Onboarding - Includes talent sourcing, candidate relationship management, applicant tracking and other software components necessary to attract and match candidates (both internal and external) against open jobs or positions within the enterprise. • Performance and Goal Management - Includes tools to align the workforce with corporate and team objectives, establish individual and team goals, evaluate individual performance and provide periodic feedback. Performance appraisals, goal management, competency and skills assessments, development planning, and manager and peer feedback are common elements within this category. • Learning Management - Includes tools to develop, offer and track learning, create content, manage skills and competency development and engage in social learning scenarios. For the purpose of this research, software tools used to offer training to external audiences (also known as "for profit" or "extended enterprise" training) are not included in the vendor analysis. • Career Development and Succession Planning - Functionality to help identify and develop a sustainab