Execution Gap

American Municipal Power’s (AMP) provides electricity, with a specific focus on low-cost electric solutions, to their customers. To realize their goal of becoming an even better organization for its members, they needed to close the following gaps:

• Inefficient and time-consuming paper-based performance review process
• Unable to tie merit increases and rewards to employee performance
• No overall succession plan or pipeline in place for expansion

SuccessFactors Solution

AMP turned to SuccessFactors to bring greater insight across the organization to be able to develop a high-performing workforce and reward them appropriately. They selected a small business core solution that included Performance Management, Goals (including Goal Execution) and Employee Profile, in addition to Compensation, 360 Reviews, Succession Planning and Development Planning, they were able to:

• Provide management with a snapshot of employee performance
• Identify high-performers through performance feedback from multiple sources
• Develop employee skills with better coaching and meaningful feedback from managers

Business Results

AMP implemented SuccessFactors and realized the following business results:

• Based upon well-rounded, 360 feedback, employees created development plans with their managers to expand their knowledge and skill sets allowing them to be more successful and engaged in their roles.
• Management identified employees who had interests in specific roles and were able to create a strategic process to allow them to experience the new role, learn whether they were prepared to succeed, and, after the experience, whether they still desired the role creating a much deeper and true pipeline for positions.
• Based upon critical, measurable data, management was able to overturn their Board’s planned reduction of budgets. In fact, they retained 100% of the merit and bonuses necessary to retain their high-performing employees.