1. Indiana University SCOOPS The Impact of Training Programs and Performance Reviews on Your Career

2. Discussion Topics  What to expect from a training program  What to expect from a performance management program  The interrelationship of the two

3. Training Program Expectations  Meet CPE requirements  Exchange “Best Practices”  Allow for the development of expertise  Provide opportunities for growth

4. Exchange Best Practices  Fosters environment of continuous improvement  Gain efficiencies from others  Become more effective with what we do  Provide better client service

5. Develop Expertise  Take courses of interest  Become proficient in topical areas  Become a “go to” resource  Share it with the client

6. Growth Opportunities  Meet new people  Expand into new areas

7. Expectations of a Performance Mgmt. System  Should allow for:  Goal setting  Measurement of goal achievement Periodic Success Factors  Be “fairly” subjective  Involve the performance advisor

8. Overview of Performance Management System  Foundations -- People Philosophy, USP, Core Values  Begins with organizational and individual performance planning  Incorporates on-going coaching and feedback  Provides mid-year evaluations  Ends the performance management cycle with multi-rater feedback and annual performance evaluation

9. The Business Case for Success Factors  Creates a consistent set of competencies aligned with the Firm’s values and strategy.  Establishes consistent performance based guidelines for promotion.  Measure employee performance against clearly defined expectations or tie expectations to strategy  Integrate existing performance management tools

10. Success Factor Links

11. The Success Factors  Client Service Excellence  People Relationships  Business Growth  One-Firm Focus  Expertise

12. Success Factors - Benefits  Link individual success with the firm’s Core Values, Branding Promise, USP, People Philosophy, and strategy  Align expectations for staff and management with expectations for Partners/Managing Directors  Clearly and consistently define performance expectations  Provide consistently performance-based guidelines for promotion

13. Performance Management System – Implemented  Integrated Lotus Notes database  Advisee  Performance Advisor  Consistent set of competencies for all individuals across the Firm

14. Interrelationship Between the Two  Training programs should facilitate the development of competencies and assist in achieving goals  Competency driven

15. Thank You for Your Time and Attention