1. Performance Management Process
A 5-step approach to building clarity of our Purpose, Strategies, Objectives and supporting Employee Empowerment

2. Performance Management Process
Step 5:
Compensation Rewards linked to measurable performance against mutual objectives
Step 1:
Define Purpose, Structure, Roles & Responsibilities
Ongoing
Coaching
Step 4:
Written Performance Reviews and Development Planning
Step 2:
Individual Job Descriptions and
Objective Setting
Step 3:
Introduce Concept of
Job Bands, Salary
Ranges, Bonus Targets
…The same process that your children participate in at school

3. Performance Management Concept
Share responsibilities for business results
Focus on behaviours as well as results
Promote an environment where feedback and coaching occur regularly
Empower colleagues to take ownership of their job
Promote growth and job satisfaction by emphasizing individual development

4. Our Purpose  Step 1 Our Purpose
To build a portfolio of recognizable consumer food novelty brands which provide sustainable value to our business partners. These include consumers, customers, employees, the community and business investors including suppliers

5. Five Spokes of Business Foundation
 Step 1
Communicate a clear vision and strategy to drive profitable volume growth in branded freezable novelty products throughout North America
Challenge, develop and reward out people against mutual/ measurable goals (Performance Management Process
Align our products & services with our customer and consumer needs
Business
Foundation
Create resources to win financially
Drive process improvements and execution to deliver customer excellence

6. Setting Objectives  Step 2
An agreed job description is the foundation of this process
You can’t set objectives if you are not crystal clear on your job responsibilities
Objectives must be quantifiable and measurable
Some examples of key performance objectives or results or what measures may include

7. Objective Setting  Step 2
Verbs for writing statements of performance objectives

8. Setting Objectives: Summary
 Step 2
A three (3) phase activity
Define the objectives  Form Obj. #1
Quantify impact of achieving each objective  Form Obj. #2
Action to take to achieve each objective  Form Obj. #3
… Three one-page, word forms to complete
– maximum time 1 ½ hours

9. Job Bands, Salary Ranges, Bonus Targets
 Step 3

10. Reasons for Conducting a Review
 Step 4
To recognize positive performance
To improve future performance
To provide frank and constructive feedback to the employee
To support a fair and equitable compensation system

11. Performance Review  Step 4
The employee will prepare his performance review for discussion with his supervisor
The following ratings outline would be provided to the employee to help his/her completion of the Performance Review

12. … an overall performance rating would be concluded
Performance Review
 Step 4
It will be a simple 1 page form: makes your life easy
List Objectives List Quantifiable Performance
1 - ? Performance vs Rating vs
Each Objective Each Objective
The supervisor and employee discuss the performance review
Potential development training is identified
: Examples  Technological knowledge, Computer skills, Leadership training, etc.
… an overall performance rating would be concluded

13. Rewards
 Step 5
The Performance Management process is directly linked to reward
Annual Merit (not inflation) increases should reflect the individual’s overall Performance Rating
The individual component of the Bonus Payout is tied to meeting or exceeding mutual objectives
…Target one annual reward payout, Merit and Bonus,
at one time for all Band B and up employees.