From inspiration to realization

2. From inspiration to realization • Stacey Schuneman: Microsoft Program Manger • Stacey Gardner: Microsoft Senior Learning and Development Specialist • Karen Peters: GP Strategies Assessment Program Manager and Lead ID • Laura Campbell: former GP Strategies Project Manager • Alex Wright: Becauz LLC Assistant Program Manager

3. Certification Program Background How do we decide what goes in the certification program? How do we calculate success? Is there a gap? Where do we start? Next Steps…

4. Certification Program Background Inputs Approach Design Plan 360 Insight! * Certification Model Curriculum and Certification Design Process Deployment Plan Assessment and Progression Approach Area Needs Assessment Technology Roadmap Discipline Curricula (14) * Segment Priorities Links to Career and Rewards Cost Estimate Governance Model Internal Organization External Group Links Roles and Responsibilities (5) Key Role Interactions (5) Meetings (5 sets)

5. Certification Program Background Key Benefits of Certification, by Design Component • Global Approach • Consistent skills certified across disciplines • Ability to set local course priorities • Easy for employees to understand • Assessment Approach • Ensures demonstrated knowledge and competence • Straightforward path to certification • Repeatable Process • Applicable to other global regions • Documented process for faster deployment • Defined collaboratively with all teams involved • Progression Approach • Ensure baseline professional competence • Logical path over time • Reinforces Compete and Product competence • Straightforward Governance • Uses existing resources • Ensure local relevance and engagement • Enables efficient decisions • Integrates with other academies • Links to Career and Reward • Tied to Commitments • Rewards for demonstrated competence

6. What is the Profile of Excellence The Profile of Excellence helps Employee and Manager gain insights and clarity into an excellent role performer Helps the employee… Helps the Manager… It is NOT aimed at… It contains… • Input from high performing role from the field, reflecting real-life rolerequirements. • A high-level vision of what a high performing (Excellent) roleshould act like. • A comprehensive role document, to bring clarity to your role, responsibilities and outcomes. • Detailed information, guidelines and expectations to help develop your full potential as roleand advance your career. • Clear inroad to all other Role, Readiness and Career documents. • Specific annual (FY) commitments and/or detailed accountability metrics. • Items for short-term use only. • An End-of-Year performance assessment. • Gain insights and clarity regarding the specific expectations of the role role. • Visualize standards of Excellence for Individual performance. • Develop a career-oriented vision for self-developmentand skill enhancement. • Facilitates a discussion during MYCI on role expectation, specifically to identify areas of development. • Gain insights and clarity regarding the specific expectations of the role. • Improve the quality of a discussion with the role around effectiveness in Role. • Identify specific individual learning needs and discuss specific Readiness solutions. • To facilitate a career development coaching session, based on roleperformance, rather than only (FY) attainment metrics.

7. Modified Delphi Process • SMSGR is leveraging a modified Delphi process created by Karen Peters, GP. This data-driven model allows SMEs to align objectives and weighting in the following ways: • Coordinates key business goals and gaps • Drives team consensus on learning outcomes and weighting before designing • Provides guidelines and data for scoring and reporting

8. Delphi I: Behaviors and Outcomes Consensus GP and CM Delphi Panel

9. Delphi II: Prioritize and Weight Behaviors and Outcomes GP and SRA Delphi Panel