+Management and Supervisor Buy-In Values Team presented draft Values to Management Team in

December 2012

Management team made a couple of minor “wordsmithing” /emphasis changes

+Company Roll Out

• Shared with all employees during plant meetings • Values “banners” created • Next Steps: Develop HR tools to support Values

+Performance Review: Challenges Manager interpretation of

rating system not consistent

Rating system feels like a ‘grading’ system

Managers not providing specific examples to support rating

Manager often glosses over issues in order to support a better rating and raise

No employee ‘buy-in’ to the review – it’s been top-down

Coupling performance review and pay conversation

+Goals for a New Tool Create a strong link to Values Create a tool that supports an objective conversation

about job performance and behavior Help employees see what “A Player” behavior looks

like Create a rating system that is accompanied by clear

definitions Reduce overall manager subjectivity in rating Engage the employee by introducing a self-

assessment component Create an overall rating that will be a factor in pay

increase decisions Provide data that can assist managers and the

company to develop training to address individual and overall company performance gaps

+Process/Timeline

Action Item DateDevelop new format incorporating Values definitions March

Management review of first draft April

Revisions to form based on management team and Values Team feedback, suggestions

May - June

Values Team review and ‘thumbs up’ of revised format June

Management team review and approval of revised format July

Manager/Supervisor introduction to new form/process August

Introduction of new form/process to employees August

Opportunity for “Test Drive” January ‘14

+New Performance Review Tool

3 Sections Values Job Description Goals

New rating system Meets and Needs

Improvement Bonus Points for “Exceeds”

Values and Job Performance equally weighted

Overall score informs pay increase eligibility

+New Performance Review Tool: Values

+Job Description and Job Responsibilities

+Overall Rating

+Implementation Train managers and supervisors on using new tool

(March) Definitions Scoring System

Timeline for completion (April – May) Self-reviews by employees Managers complete initial reviews Sr. Manager review of all manager/supervisor reviews

Quality Consistency

Managers present reviews to employees Manager recommendation for salary increases