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 Goal Setting Guide 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: Learn the importance of setting goals Understand the relationship between goals and competencies Learn how to set SMART goals Understand the importance of aligning goals

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” What is Goal Setting? 3 Goals help identify what you need to do to achieve company, team, and individual results Goal setting is a process that defines where you want to go and the steps you will take to get there “ “

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” Why do we set goals at HA? 4 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 Keep your goals current, track progress and contributions, and update to reflect any changes in 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” Goals are the foundation of performance at Hawaiian 5 Individual goals align to our company strategy (Goal Setting) Frequent feedback provides opportunity for continuous improvement (Goals / 1:1s) On-Going conversations drive a results-oriented culture and engaged employees (Mid-Year & Year-End PDP) Rewards based on contribution to the greatest business outcomes (Compensation)

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 Process 6 Step 1: Plan Step 2: Document Step 3: Take Action Step 4: Assess Identify focus areas for the year based on business priorities Review your plan with your Manager to ensure alignment Identify areas for development and growth Enter/update your goals in Halogen Ensure goals are SMART Take action and work towards achieving your goals Track progress throughout the year Regularly discuss progress against set goals Ensure goals are still aligned to business and development goals, realign as needed Celebrate milestone achievements Identify areas that may need more support Goal Setting is an opportunity for YOU to get clear on what your focus is for the coming year and beyond

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 Timeline 7 YEAR-ROUND: Review goals with your Manager regularly (NOTE: New employees will set their goals when they first join the company) YEAR-ROUND: Review goals with your Manager regularly (NOTE: New employees will set their goals when they first join the company)

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” Goals and Competencies 8 Goals Competencies When assessing your performance, your manager will look at both the WHAT and the HOW. High performers not only achieve their goals (the what), but demonstrate the right behaviors (the how) to achieve their goals.

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” Competencies 9 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” Employee Role 10 Define and enter your goals in Halogen (e.g. role specific goals) Review goals with your manager and discuss performance expectations (what you want to achieve and how you’ll achieve it) Understand the link and impact of your individual goals to your team, department, and the company Schedule regular meetings with your manager to review and discuss progress—make adjustments as needed Monitor your goals and track progress on accomplishments and opportunity areas

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” Manager Role 11 Align with your leader on business priorities in order to provide direction and specific goals to your team Define and enter your goals in Halogen Share/“cascade” relevant goals to your team (“top down”) Gather input from your team on how to support team/department goals Coach your team to write goals that align to the team’s business priorities Meet with employees regularly to review and discuss progress (including monitoring progress during 1:1s) Make adjustments as needed

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 Cascading and Aligning Goals 12 Individual Goals HA’ Vision & Strategy Org Priorities / Goals Departmental/Team Goals HA Priorities Competencies and HA Values Leadership’s vision Performance metrics Market Opportunities Capabilities & Core Competencies Revenue Commitments Operational Constraints & Risks Capabilities & Motivation Job Requirements Career Aspirations Project/Program/Initiative ownership Regular Check-Ins and 1:1s throughout the year Employee Manager B O T T O M’ S U P T R A N S L A T I O N

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” Writing SMART Goals 13 Actionable Time-Specific Clearly defines the expected outcome or deliverable Can be measured objectively to determine how much was achieved Challenging and doable Aligned & connected to business and/or career goals Sets realistic and explicit timeframe and dates for 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 SMART Goal Checklist BFajardo 9/11/09 14 SpecificDoes this goal provide enough detail? Is it clear what the person will be held accountable for? Measurable Are there clear measures of performance? Achievable Is the goal challenging yet doable? RelevantDoes this goal directly support broader business goals and initiatives? Time-specific Does this goal clearly state completion dates?

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 EXAMPLE: Is this a SMART Goal? “Establish an HA MasterCard promotional plan” Specific Does this goal provide enough detail? Is it clear what the person will be held accountable for? Measurable Are there clear measures of performance? Achievable Is the goal challenging yet doable? Relevant Does this goal directly support broader business goals and initiatives? Time-specific Does this goal clearly state completion dates?

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 Specific Does this goal provide enough detail? NO Is it clear what the person will be held accountable for? NO Measurable Are there clear measures of performance? NO Achievable Is the goal challenging yet doable? NOT SURE Relevant Does this goal directly support broader business goals and initiatives? YES Time-specific Does this goal clearly state completion dates? NO 16 EXAMPLE: Is this a SMART Goal? (cont.) “Establish an HA MasterCard promotional plan”

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 EXAMPLE: Is this a SMART Goal? (cont.) “Schedule and lead monthly meetings within Commercial to help identify ways to improve the HA MasterCard credit card promotional campaign. Set December 2015 target to increase enrollment by 3%”. Specific Does this goal provide enough detail? YES– schedule and lead monthly meetings Is it clear what the person will be held accountable for? YES—identify ways to improve the HA MasterCard credit card promotional campaign Measurable Are there clear measures of performance? YES– increase enrolment by 3% Achievable Is the goal challenging yet doable? YES—specified percentage is challenging, but achievable Relevant Does this goal directly support broader business goals and initiatives? YES– tied to Commercial Time-specific Does this goal clearly state completion dates? YES– December 2015 Better

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” Focus areas when creating goals 18 Create SMART Goals SMART goals provide a clear roadmap on how to achieve your targets Ensure goals align to the business Goals should be manageable in number Too many goals are likely to have a negative impact on productivity and derail progress toward achieving any of them Address both business results and personal development The goal-setting process establishes expectations between you and your manager Goals should be equally invested in achieving the desired results for both business results and personal 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” Next Steps Meet with your Manager to identify goals and competencies for the year 2. Document your goals in Halogen within one month of hire

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 20 Establishing clear, SMART goals is the first step towards driving and accelerating your performance Aligning goals allows managers and employees to tie their goals to the company’s overall vision and strategy HA is dynamic: check in regularly with your manager (e.g. – goal progress, relevance, etc.) HA is dynamic: check in regularly with your manager (e.g. – goal progress, relevance, etc.) Managers play a critical role in translating and supporting their employees’ goals

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?