Always Fresh Friendly Atmosphere Unbeatable Value ECP Employee Performance Plan January10, 2007 Instructor: David Rivers, Lynda.com Attendees: Joe and Jane Student

e-Performance The Primary Objecitves of the ECP e-Performance Program are to: Strengthen Organizational Performance Increase our Competitive Addvantage Encourage Continuous Performance Management as a Key Business Process 2

e-Performance Program Goals:  Increase visibility, alingment and shared accountability of corporate, team and individual goals  Improve management access to data, e.g., track individual or company progress against goals; identify competency gaps; asess performance ratings distributions  Save time and eliminate paperwork through instant online access, electronic routing of forms, and automated reminders  Improve the quality of feedback through the use of coaching and writing tools  Enhance individual performance through more frequent and regular feedback  Introduce competencies as a means of identifying, assessing and measuring the attainment of critical skills and knowledge  Provide managers and employees with a performance management system that meets our business needs by being web-based, accessible 24 x 7, and flexible 3

Roles & Responsibilities of Managers:  Set and communicate both departmental and individual goals; ensure last year’s goals are entered into the system  Gather input and write performance review for all direct reports, driving process and ensuring completion  May request feedback on performance from other mangers or internal “customers”  Review and approve plans, changes  Utilize performance journals, goals and developmental pages throughout the year to provide ongoing feedback and coaching to employees  Prepare and conduct discussions on performance and compensation/merit increases; be prepared to address employee concerns  Provide approval for next level down 4

Roles & Responsibilities of Employees:  May enter last year’s goals into system, if assigned by manager  Write self-appraisal, including performance and development plan  Identify support needs and provide feedback to managers; also communicate areas of performance that may be overlooked  Utilize performance journal, goal and development pages to track performance and keep notes throughout the year  Initiate coaching and feedback from manager as needed; be prepared for two-way discussion 5

Roles & Responsibilities of HR:  Coordinate overall e-Performance Program, creating framework, training, communications and schedule  Provide company-wide training  Support and administer e-Performance system, including responding to user issues or problems with the tool  Maintain a log of all issues reported by employees or managers, monitor the fix, feeding back to the reporting individual  Monitor and report to business partners on % completion, performance distribution, overall measures, etc.  Review and collaborate on performance management plans  Provide consulting and mediation as needed  Evaluate user experience and report issues 6

e-Performance FY07 Schedule: Jan 10Announce e-Performance Program and training schedule to all users Jan 11 & 12 User Training pilot sessions (2) Jan 14e-Performance system launch – system available to all employees Jan 14User Training begins for managers & individual contributors (based on geography) Feb 1 – 15Employees/managers enter previously established goals for FY07 into system Feb 1 – 15Employees complete self-assessments Mar 15 Managers complete reviews of employees, may solicit input from others internally Apr 10 Manager submits merit & bonus ratings, subject to approvals by senior management Apr 10 – 30Managers conduct performance discussions with with employees Apr 30 Managers inform employees of merit increases and bonus amounts, linking back to overall performance ratings 7

Q & A 8 Thank You!