R 0 G125 B 177 R 78 G 47 B 145 R 185 G 50 B 147 R 245 G132 B 107 R 255 G234 B 83 R 123 G193 B 67 R149 G169 B 202 Introduction to Performance Management 2015

R 0 G125 B 177 R 78 G 47 B 145 R 185 G 50 B 147 R 245 G132 B 107 R 255 G234 B 83 R 123 G193 B 67 R149 G169 B 202 Body alignment Horizontal: 0.32” Vertical: 1.44” Title alignment Horizontal: 0.32” Vertical: 0.15” Purpose and objectives 2 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

R 0 G125 B 177 R 78 G 47 B 145 R 185 G 50 B 147 R 245 G132 B 107 R 255 G234 B 83 R 123 G193 B 67 R149 G169 B 202 Body alignment Horizontal: 0.32” Vertical: 1.44” Title alignment Horizontal: 0.32” Vertical: 0.15” Performance at Hawaiian Airlines 3 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

R 0 G125 B 177 R 78 G 47 B 145 R 185 G 50 B 147 R 245 G132 B 107 R 255 G234 B 83 R 123 G193 B 67 R149 G169 B 202 Body alignment Horizontal: 0.32” Vertical: 1.44” Title alignment Horizontal: 0.32” Vertical: 0.15” The goal of performance at HA is to motivate people and yield better business results through ongoing feedback and development 4 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

R 0 G125 B 177 R 78 G 47 B 145 R 185 G 50 B 147 R 245 G132 B 107 R 255 G234 B 83 R 123 G193 B 67 R149 G169 B 202 Body alignment Horizontal: 0.32” Vertical: 1.44” Title alignment Horizontal: 0.32” Vertical: 0.15” PDP Timeline 5 JAN FEB MAR APR MAY JUN JUL AUG SEP OCT NOV DEC Year-End PDP Mid-Year PDP Goal Setting

R 0 G125 B 177 R 78 G 47 B 145 R 185 G 50 B 147 R 245 G132 B 107 R 255 G234 B 83 R 123 G193 B 67 R149 G169 B 202 Body alignment Horizontal: 0.32” Vertical: 1.44” Title alignment Horizontal: 0.32” Vertical: 0.15” Goal Setting 6 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

R 0 G125 B 177 R 78 G 47 B 145 R 185 G 50 B 147 R 245 G132 B 107 R 255 G234 B 83 R 123 G193 B 67 R149 G169 B 202 Body alignment Horizontal: 0.32” Vertical: 1.44” Title alignment Horizontal: 0.32” Vertical: 0.15” Goal Setting & Competencies 7 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

R 0 G125 B 177 R 78 G 47 B 145 R 185 G 50 B 147 R 245 G132 B 107 R 255 G234 B 83 R 123 G193 B 67 R149 G169 B 202 Body alignment Horizontal: 0.32” Vertical: 1.44” Title alignment Horizontal: 0.32” Vertical: 0.15” 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 8 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? 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.

R 0 G125 B 177 R 78 G 47 B 145 R 185 G 50 B 147 R 245 G132 B 107 R 255 G234 B 83 R 123 G193 B 67 R149 G169 B 202 Body alignment Horizontal: 0.32” Vertical: 1.44” Title alignment Horizontal: 0.32” Vertical: 0.15” Year-End Review 9 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.

R 0 G125 B 177 R 78 G 47 B 145 R 185 G 50 B 147 R 245 G132 B 107 R 255 G234 B 83 R 123 G193 B 67 R149 G169 B 202 Body alignment Horizontal: 0.32” Vertical: 1.44” Title alignment Horizontal: 0.32” Vertical: 0.15” To achieve “Exceptional Performance”… Consistently exceeds goals and gets results Exceeds 3 of 4 challenging goals established for the year Exceeds goal targets for 3 out of 4 quarters No 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 coworkers Actively supports collaboration across the company Helps others achieve their goals For people managers, leads an engaged team (Na Leo) and takes active ownership of the development / PDP process 10 AND

R 0 G125 B 177 R 78 G 47 B 145 R 185 G 50 B 147 R 245 G132 B 107 R 255 G234 B 83 R 123 G193 B 67 R149 G169 B 202 Body alignment Horizontal: 0.32” Vertical: 1.44” Title alignment Horizontal: 0.32” Vertical: 0.15” Managers and employees are mutually accountable for making the PDP process useful and valuable. 11 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

R 0 G125 B 177 R 78 G 47 B 145 R 185 G 50 B 147 R 245 G132 B 107 R 255 G234 B 83 R 123 G193 B 67 R149 G169 B 202 Body alignment Horizontal: 0.32” Vertical: 1.44” Title alignment Horizontal: 0.32” Vertical: 0.15” Key Takeaways 12 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

R 0 G125 B 177 R 78 G 47 B 145 R 185 G 50 B 147 R 245 G132 B 107 R 255 G234 B 83 R 123 G193 B 67 R149 G169 B 202 Mahalo! Questions?