Introduction to Performance Management2015

Purpose and objectives

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• The purpose of this deck is to provide you with the information to:

Understand Hawaiian Airlines’ performance philosophy

Introduce you to the goal setting, mid-year and year-end review processes

Understand your role and responsibilities

Performance at Hawaiian Airlines

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Know WHAT To Do

Know HOW You’re Doing

Know WHERE You’re Going

• Set goals

• Clarify expectations

• Discuss “what good looks like” for your role

• Review and discuss accomplishments

• Identify opportunity areas

• Solicit and share feedback

• Establish development goals to support career interests and plans

• Prepare to set goals for the next review period

PDP (Performance Development Plan) is HA’s Performance Management process for setting goals and assessing performance

The goal of performance at HA is to motivate people and yield better business results through ongoing feedback and development

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• Provide feedback to motivate stronger performance

• Develop people and help them learn quickly

• Create a process that reflects our dynamic and changing business

• Focus on our people to learn and grow

• Respond to the needs of our growing and diverse workforce

• Ensure time spent during Performance Reviews are high value

PDP Timeline

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JAN

FEB

MAR

APR

MAY

JUN

JUL

AUG

SEP

OCT

NOV

DECYear-End

PDP

Mid-Year PDP

Goal Setting

Goal Setting

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Goal setting is a process that defines where you want to go and the steps you will take to get there

• Provides clear direction

• Defines what’s expected of you in your role

• Connects your work to company and business goals

• Aligns your work with the most important priorities for your team

• Prioritizes initiatives to prevent over-commitment of resources

• Tracks where you started and realign when things change

• Establishes accountability for your work and role

Goal Setting & Competencies

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• Competencies are the measurable or observable knowledge, skills, abilities, and behaviors critical to successful job performance

• Employees will select 3 to 5 competencies to focus on developing for the coming year

• Employees will document how they plan to develop the competency and monitor progress throughout the year

Mid-Year Review

• Simple and light check-in with a focus on individual development

• Provide actionable feedback

• Review annual and six-month goals– revise or update as needed

• Managers conduct informal division-level review– Assess talent development for high

performers– Identify resources to support

individuals achieve their goals

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Four questions drive the Mid-Year review conversation:

1. How am I performing on my goals?

2. Has the business environment changed such that I need to modify my goals for the year?

3. What kind of end-of-year performance am I tracking toward?

4. What would I have to do in order to improve my end-of-year review?

The Mid-Year Review is a simple check-in that provides you and your manager an opportunity to focus on feedback and

development.

Year-End Review

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At the end of the year, you and your manager will review and discuss your performance on how well you achieved your goals

and the behaviors you demonstrated to achieve success.

To achieve “Exceptional Performance”…

• Consistently exceeds goals and gets resultsExceeds 3 of 4 challenging goals established for the yearExceeds goal targets for 3 out of 4 quartersNo significant missteps on a major project

• Demonstrates mastery of competencies that are critical to the role

• Gets things done “the right way”Behaves with integrity and respect for coworkersActively supports collaboration across the companyHelps others achieve their goals For people managers, leads an engaged team (Na Leo) and takes active

ownership of the development / PDP process

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AND

AND

Managers and employees are mutually accountable for making the PDP process useful and valuable.

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EMPLOYEES

• Discuss performance expectations (what you want to achieve and how you’ll achieve it)

• Understand how your role and work connects to your team, department and company priorities

• Schedule regular meetings with your manager to review and discuss progress—make adjustments as needed

• Share your successes and communicate where you need support

• Share your career and learning goals

MANAGERS

• Align with your leader on business priorities in order to provide direction for your team

• Meet with employees regularly to review and discuss progress (including monitoring progress during 1:1s)

• Provide ongoing feedback

• Celebrate accomplishments and provide support

• Ensure employees understand how their role supports broader department and company priorities

Key Takeaways

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In a highly competitive business such as ours, we must focus on continuous improvement in order to thrive

HA is dynamic: check in regularly with your manager to ensure you’re focusing on the right priorities

Think big picture about performance: goal achievement, demonstrated behaviors, and ongoing feedback and development

Both Employees and Managers play a role in driving individual, team, and company success

Think big picture about performance: goal achievement, feedback, demonstrated

behaviors and relative performance

Mahalo!

Questions?