1. F&B SUMMIT – 2013 Delaware North Performance Management and Development Michele Garcia – Director, Talent Learning & Development Talent Management to build leadership… Achieve outstanding business results…

2. Last year …. Lateyfa Ali, VP of Talent & Organizational Development, presented “Competencies for Self Development” –This was just the beginning of a greater goal … 2013 ushers in an enhanced approach to Competencies, Performance Management and Development 2

3. DNC Talent Management – the core 3 3 Values Strategic Business Objectives & Goals Values Strategic Business Objectives & Goals Let’s start here …

4. 2013 Competency Project Built Competency Frameworks for the First 3 Levels below SPC – leaders and vital roles Adopted the process and cascaded deeper into the organization – Grades 1 -6 Integrated the competency frameworks in PeopleManager Integrate into all aspects of the Talent Mgt wheel, specifically in 2013 –Performance Management –Development 4

5. 5 Defined Target Roles Leadership Clusters Entry Leader IC First-Level Leader Mid-Level Leader Senior Leader Executive Leader Managing Others & Self Managing Others Managing Managers Functional Manager Business Manager Group Manager Enterprise/ BU Manager 1 2 3 4 5 6

6. Outcome 10 Core Competencies, associated behaviors - Leaders and Individual Contributors, Grade levels 7 -16. –Business Skills  Thinking & Acting Strategically  Focus on the Customer  Innovation and Creativity –People Skills  Influencing  Strategic Working Relationships  Developing Self & Others  Collaboration and Teamwork –Operating Skills  Driving For Results  Operational Excellence  Leading/Managing Change From this list, modified core competencies, associated behaviors - Leaders and Individual Contributors, Grade levels 1-6. 6

7. What This Means for DNC? Keep a focus on the leadership Knowledge, Skills and Abilities that matter most for business growth and success Develop organizational capability – a systematic focus on developing critical skills throughout DNC leadership and vital roles 7

8. DNC Talent Management – Planning, Observing, Measuring, Coaching 8 8 8 Values Strategic Business Objectives & Goals Values Strategic Business Objectives & Goals Phase 2 … coach and measure

9. Performance Management Review Documentation Ratings Scale Management Approval Performance Reviews Flexibility Achievement Personal Growth Challenging Work Observation 2-way feedback Documentation Ongoing Development Competencies Goals Responsibilities Performance Planning (establish) Performance Coaching (create) Performance Evaluation (measure) Performance Recognition (acknowledge) 9 9 Enabled thru PeopleManager

10. ePerformance helps make the process … Simple –Traceable - Auditable Competency Based – the “How” Business Objectives – the “What” Opportunity for Performance Comments Individual Development Planning Self Service PeopleManager will enable the Performance Management Cycle 10

11. Value Proposition Easily retrievable competency and performance evaluation data Opportunity for interim reviews to keep performance aligned and on track….no surprises Greater objectivity and clear understanding of performance expectations Analytics – Overall how are my people performing? Clear language on the competencies support development planning 11

12. ePerformance New Look … 12

13. Section 1 - Competencies 13

14. Section 2 – Business Objectives/ Incentive Goals 14

15. Sections 3 – 6 Overall Summary, Comments, Development Actions 15

16. ANNUAL PERFORMANCE REVIEW  2013 - System available as early as November 15, 2013  Review process to run from mid-November through January 10, 2014  Entering goals into PeopleManager  Self-review  Manager review and completion  NEW! In 2013  Weighting  Competencies 2013 Annual Review Process 16

17. DNC Talent Management – Development 17 17 Values Strategic Business Objectives & Goals Values Strategic Business Objectives & Goals 17 Foundation of development …

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19. Delaware North Virtual University 19

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21. Recap … Leadership Competencies are core –Structured for all grade levels and job codes –Manager and Individual Contributors Performance Management –It is a process not an event –Enabled through PeopleManager beginning 2013 –Accounts for the “how” and the “why” Find your climbing wall –DNCVU –More to come … 21

22. Q&A