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Performance
Coaching
Your Company Name
Content
Introduction01
Performance Planning02
Performance Coaching03
Performance Feedback04
Performance Review & Development05
Project Background01
Performance Management Program02
Core Performance Criteria & Categories03
Introduction
Background
Project Fund
$ 5M
Duration
01st September,
2017 - 31st August
2018
Objectives
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Project Brief or
Summary
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Expected
Outcomes
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Core Performance
Criteria & Categories
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Our Team
Name Here
Name Here
Name Here
Marketing
Communications Mgr.
Name Here
Name Here
Name Here
Name Here
Marketing
Communications Mgr.
Name Here
Name Here
Name Here
Name Here
Responsibility 2
Name Here
Responsibility 1
Name Here
Name Here
Name Here
Name Here
Business
Development Mgr.
Name Here
Marketing
Communications Mgr.
Name Here
Marketing Director
Name Here
Performance Management Program (1/2)
Planning
Planning for Results
› Strategic Planning
› Needs Assessment
› Action Planning
› Text Here
Action
Delivering Results
› Implement Action Plan
› Deliver Service
› Collect Data
› Text Here
Results
Reporting Results
› Record & Validate Data
› Analyze Data Results
› Communicate Results
› Text Here
Feedback
Loop
› SWOT Analysis
› Resource Allocation
› Skill Development
Feedback
Loop
› Policies & Procedures
› Changes in Behaviors
› Process Improvement
Feedback
Loop
› Program & Policy Decision Making
› Employee Performance Planning
› Fiscal Year Accounting & Budget Request
Performance Management Program (2/2)
Supervisor
Creates
Plan
Employee
Acknowledges
Plan
Progress
Notes
Self
Evaluation
Supervisor
Evaluation
Employee
Acknowledges
Evaluation
Begin
New
Program
Performance
Management
Program
Discuss Goal Plan for the Cycle
Commit to/Affirm Plan
Check-in Conversations. How are
things going?Discusses in Review Meeting
Discusses in Review Meeting
Affirmation of Feedback
Priorities
N/A 1 2 3 4 5
Understand Work Responsibilities and Related Tasks
Finishes Work Assignments Precisely, Completely and on Time
Follows Proper Attendance Rules and Policies
Resolves Issues in a Productive, Safe and Effective Way
Is a Responsible and Acknowledges Responsibility for Own Actions?
Your Text Here
Your Text Here
Your Text Here
Your Text Here
Your Text Here
Core Performance Criteria (1/3)
Criteria:
5 being the highest
and 1 is the lowest
Core Performance Criteria (2/3)
Ratings
Job Knowledge
• Comments 1
Work Quality
• Comments 2
Attendance/Punctuality
• Comments 4
Initiative
• Comments 3
Communication/Listening Skills
• Comments 4
Dependability
• Comments 5
Overall Rating (Average the Rating
Numbers Above)
Poor = 1 Fair = 2 Satisfactory = 3 Good = 4 Excellent = 5Key
Core Performance Criteria (3/3)
Evaluation Criteria
Research Performance
Expectations
Teaching Performance
Expectations
Community Engagement
Performance Expectations
Not relevant
Unsatisfactory
Satisfactory but areas for
improvement
Achieved
Exceeds Expectations
Does not meet
expectations
Below expectations Meets expectations Very Good OutstandingKey
Guidelines for Performance Planning01
Types of Goals/ Priorities02
Goals Setting Process03
Performance
Planning
Performance Guidelines
Skills Guidelines
Feedback
(Met, Not Met, Not
Tested)
Comments
Content Research
• Understands the Topic Objectives and Research Plan (What is Required, How to Find It, Do We Need to Time
Box the Effort)
• Requests, Pro-actively, for Additional Clarity When Required
• Discuss with Supervisors Regarding Content
• Plagiarism Issues
• Add Your Guidelines Here
• Add Your Guidelines Here
Met Add Comments Here
Quarterly Standards
• Accepts Responsibility for Outcomes (Positive Or Negative) of One’s Work; Admits Mistakes and Refocuses
Efforts When Appropriate
• Level of Dependency on Co-workers in Terms of Tasks Given
• Average Number of Tasks in a Day
• Add Your Guidelines Here
• Add Your Guidelines Here
Not Met Add Comments Here
Review Meeting
Standards
• Professionalism
• Uses Professional Language and Refrains from Using Profanities in the Office Environment
• Conduct During Review Meetings
• Team Meetings
• Demonstrates an Ability T Clearly and Concisely Explain Your Thoughts
• Ability to Implement Changes Discussed During Review Meetings
• Add Your Guidelines Here
• Add Your Guidelines Here
Not Tested Add Comments Here
Time Management
• Complete Assigned Work in Allotted Time Frame
• Inform Proactively
• Highlights Any Anticipated Delays in Advance
• When Free, Requests for Additional Tasks or Volunteers to Help Others
Add Feedback Here Add Comments Here
Supervisors
Experience
• Make All the Discussed Changes During Review
• Showcases Good Listening Skills and Accurately Captures Expectations and Feedback on His/Her Task
• Add Your Guidelines Here
• Add Your Guidelines Here
Add Feedback Here Add Comments Here
Types of Goals/Priorities (1/2)
ITEM P 1 2 3 4
To Have a Good Understanding of Organization’s
Business Goals
To Understand the Steps Needed to Reach the
Business Goals
To Behave Consistently With Organization’s Core
Values
To Have Understanding of How Your Job Contributes
To the Organization Achieving Its Business Goals
Add Priorities Here
Add Priorities Here
Add Priorities Here
Add Priorities Here
Add Priorities Here
Add Priorities Here
Add Priorities Here
Add Priorities Here
Legend
Priority Level. Larger Boxes
Indicate That an Item is a Higher
Priority for Increasing
Engagement
Score is OK
Moderate to Low Score. Potential
Problem Area. Take a Closer
Look.
Low Score. Problem Area
Benchmark Reference Line
Freq.
Frequency Distribution of
Responses. Red Indicates a High
Level of Disagreement.
P
Types of Goals/Priorities (2/2)
Goal / Objective Action Steps Responsible Person Measured By Due Date
Improve Staff
Performance and
Reduce Time Wasted
Looking for
Information
1) Determine Wait Times by Employee John Smith Manager Text Here 1st Jan
2) Meet with Staff to Determine Best Practices 5th Feb
3) Add Your Action Steps Here 17th Feb
4) Add Your Action Steps Here 23rd Mar
5) Add Your Action Steps Here 15th Apr
6) Add Your Action Steps Here Katie Brown Manager Text Here 30th Apr
7) Add Your Action Steps Here 2nd May
8) Add Your Action Steps Here 5th May
9) Add Your Action Steps Here 14th Jun
Add Goal Here
1) Add Your Action Steps Here 27th Jun
2) Add Your Action Steps Here 6th Jul
3) Add Your Action Steps Here John Smith Manager Text Here 18th Jul
4) Add Your Action Steps Here 2nd Aug
5) Add Your Action Steps Here 13th Aug
6) Add Your Action Steps Here 28th Aug
Add Goal Here
1) Add Your Action Steps Here 2nd Sep
2) Add Your Action Steps Here Katie Brown Manager Text Here 6th Sep
3) Add Your Action Steps Here 18th Sep
4) Add Your Action Steps Here 6th Oct
5) Add Your Action Steps Here 27th Nov
6) Add Your Action Steps Here Zaira Khan Manager 23rd Dec
Goals Setting Process
Specify Tasks
and Results
Set Targets or
Standards
Determine the
Measures
Outline Time
Frames
Rate Goal
Performance
Coordinate Efforts for Goal
Achievement
Prioritize
Goals
Goals Setting Template
SMART Goal
› Through increasing communication and team building
› Your text here
› Your text here
Specific Measurable Attainable Relevant Time-Bound
• Encourage Two-Way
Communication with
Employees
• Decrease Conflicts
• Your Text Here
• Your Text Here
Who? What? When?
Where? Why?
• Less Attention in my
Department
• Staff Come to me When
They have Problem
• Your Text Here
• Your Text Here
How Will I Know When
it is Accomplished?
• Prioritize Weekly
Employee One on One
• Take Training Course
• Your Text Here
• Your Text Here
Can Objectives
Pertaining to the Goal
be Carried Out? How?
• Better Relationship Help
Our Department Reach
Our Overall Department
Goal
• Your Text Here
• Your Text Here
How Does This Goal
Help You to Meet Your
Overall Objective?
• All Training and Team
Build Activities Will be
Completed Within the
Next 6 Months.
• Your Text Here
• Your Text Here
Completed/Milestones
Achieved by End of
Performance Period
GOAL Building Better Relationship with The team
Smart Goal
• Through Increasing Communication and Team Building
• Your Text Here
• Your Text Here
Supervisors & Employees Responsibilities01
Do's & Don'ts's02
Performance
Coaching
Employees Responsibilities
RACIMatrix
Task Name
Market
Research
Advertising
Story
boarding
Funding Design Production Distribution
Employee Name
Tom R R A
Emily C A R C R
Brian
C
C R A A C
Lettie I C
I
C R
Johnny I I I I I R
Harry C I C A
R Responsible A Accountable C Consulted I Informed
Supervisor’s Responsibilities
Supervisor’s Name Supervisor’s Responsibilities
Dan Marino
• Sets Goals and Objectives
• Add Your Text Here
• Add Your Text Here
• Add Your Text Here
• Add Your Text Here
• Add Your Text Here
• Add Your Text Here
Nick Chen
• Plans, Gives and Directs Work
• Schedules Deadlines
• Accepts, Amends and Rejects Deliverables
• Add Your Text Here
• Add Your Text Here
• Add Your Text Here
• Add Your Text Here
Katie Homy
• Allocates Funds and People; Approves Leave
• Approves and Schedules Training
• Appraises Performance and Assigns Ratings; Approves Awards; Counsels Employees, Takes Corrective Actions
• Add Your Text Here
• Add Your Text Here
Do’s & Don’ts
The Do’s
Focus on Performance and Development
Be Specific About Reasons for Ratings
Decide on Specific Steps to be Taken for
Improvement
Focus on Future Performance
Add Do’s Here
Add Do’s Here
The Don'ts
Lecture the Employee
Mix Performance Appraisal and Salary
or Promotion Issues
Concentrate Only on the Negative
Compare the Employee with Others
Add Don’ts Here
Add Don’ts Here
Multiple Sources of Feedback01
Feedback02
Performance
Feedback
Multiple Sources
of Feedback
Employee Feedback
01
02
03
05
07
06
04
Peers
Subordinates
Suppliers
Customers
Team Members
Line Managers
Direct Reports
Feedback - One to One Form (1/2)
Pre One-on-one Notes
• Add Your Text Here
• Add Your Text Here
• Add Your Text Here
• Add Your Text Here
List At Least 3 Questions to Ask the Employee to
Ensure and Effective Coaching Session: Topic Checklist
• Add Your Text Here Goals
Development
• Add Your Text Here Concerns
Help Needed
• Add Your Text Here Future Interests
Action Items
During the One-on-One
What Project is the Employee Working On?
• Add Your Text Here
• Add Your Text Here
What Challenges Has the Employee Encountered This Week/Month?
• Add Your Text Here
• Add Your Text Here
What Challenges Has the Employee Encountered This Week/Month?
• Add Your Text Here
• Add Your Text Here
What project is the employee working on?
• Add Your Text Here
• Add Your Text Here
What Challenges Has The Employee Encountered This Week/Month?
• Add Your Text Here
• Add Your Text Here
What Challenges Has The Employee Encountered This Week/Month?
• Add Your Text Here
• Add Your Text Here
What Challenges Has The Employee Encountered This Week/Month?
• Add Your Text Here
• Add Your Text Here
What Challenges Has The Employee Encountered This Week/Month?
• Add Your Text Here
• Add Your Text Here
What Challenges Has The Employee Encountered This Week/Month?
• Add Your Text Here
• Add Your Text Here
What Challenges Has The Employee Encountered This Week/Month?
• Add Your Text Here
• Add Your Text Here
Post Meeting Notes and Comments for Next One-on-One
• Add Your Text Here
• Add Your Text Here
Feedback - One to One Form (2/2)
Team Member Date
Department Time
Personal/Notes: (Spouse, Children, Pts, Hobbies, Friends, History, etc.)
Team Member Update/Notes:
Manager Update/Notes:
Future:
What Areas are Ahead of Schedule? Text Here
Where are You on Budget? Text Here
Are You on Track to Meet the Deadline? Text Here
Tell Me About What You’ve Been Working on Text Here
Tell Me About Your Week – What’s It Been Like? Text Here
How are you Going to Approach This? Text Here
What do you Think you Should Do? Text Here
Feedback - Self Evaluation Form
What were your most significant work-related accomplishments? (Include projects, assignments, new skills
or knowledge gained)01
What didn’t you accomplish that you had planned on accomplishing? Why?02
How do these accomplishments relate to your key responsibilities and goals for you and your
unit/department?03
How will you accomplish these goals?04
What are your goals for next evaluation project?05
Performance Review Form
Performance Ratings
Performance Improvement Plan
Comments of the Supervisor
Employee Development Program
01
02
03
04
05
Performance Review &
Development
Performance Review Form (1/2)
Productivity (5) = Exceptional
(4) = Exceeds
Requirements
(3) = Meets
Requirements
(2) = Gets By (1) = Needs Work
Completes tasks
Shows good judgements
Looks for efficiencies
Works smarter, not harder
Meets deadlines
Makes realistic goals
Communication (5) = Exceptional
(4) = Exceeds
Requirements
(3) = Meets
Requirements
(2) = Gets By (1) = Needs Work
E-mail etiquette
Telephone etiquette
Processes received information
Communicates effectively through verbal communications
Communicates effectively through written communications such as reports, documents, etc.
Listens to others
Leadership (5) = Exceptional
(4) = Exceeds
Requirements
(3) = Meets
Requirements
(2) = Gets By (1) = Needs Work
Delegates clearly
Establishes clear expectations
Resolves conflicts
Brings out the best in team members
Leads by example
Finds realistic solutions
Acts decisively, meets problems head-on
Provides necessary resources
Personal Development (5) = Exceptional
(4) = Exceeds
Requirements
(3) = Meets
Requirements
(2) = Gets By (1) = Needs Work
Sets challenging goals
Even-tempered under pressure
Sets high standards for self
Performance Review Form (2/2)
Characteristics
Quality Unsatisfactory Satisfactory Good Excellent
Works to Full Potential
Quality of Work
Work Consistency
Communication
Independent Work
Takes Initiative
Group Work
Productivity
Creativity
Honesty
Client Retention
Punctuality
Attendance
Technical Skills
Dependability
Goals
Achieved Goals Set in Previous Review?
Goals for Next Review Period
Comments and Approval
Post Development Prof Growth Action Plan Logistics Timeline
Discuss any required training,
coursework, workshops, etc.
List employee enrichment as
a result of achieving set goals
Detail the steps required to
achieve the desired goal
Lis all budget, equipment,
and staffing requirements
Provide predicted start date
and projected date of
completion
Starting Range or Crucial
0-3 Months
Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here
Middle Range or Significant
3-6 Months
Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here
Long Range or Useful
6-12 Months
Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here
Performance Assessment
Performance Ratings (1/2)
Ratings
Particulars Poor Fair Satisfactory Good Excellent
Job Knowledge
Understand duties, responsibilities and has the level of
proficiency required to accomplish the work
Work Quality
Accuracy, thoroughness, dependability of results
Attendance
Reports to work as scheduled, follow established
procedures of break and notify supervisor in advance
of schedule change
Initiative
Ability to be self-directed, efficient, creative, and
resourceful. Assumes extra work on initiative and
adapts quickly new responsibilities
Work Attitude & Cooperation
Extent to which employee demonstrates a positive
attitude, and promotes cooperation which supervisors
and others
Dependability
Employee can be counted on to carry out instructions
and fulfil job responsibilities efficiently
Overall Rating
Performance Ratings (2/2)
Knowledge of Work
Needs instruction or guidance Has required knowledge of own
Exceptional knowledge of own
related
1 2 3 4 5
Understanding of all phases of
his/her work, the technology field
and related products
Comments:
Initiative
Lacks imagination Meets necessary requirements Unusually resourceful
1 2 3 4 5
Ability to originate or develop
ideas and to get things started in
regard to sales
Comments:
Application
Wastes time and needs close
supervision
Steady and willing worker Exceptionally industrious
1 2 3 4 5
Attention and application to
his/her work
Comments:
Quality of Work
Needs improvement Has required knowledge of own
Consistently maintains highest
quality
1 2 3 4 5
Thoroughness, profitability and
accuracy of work
Comments:
Volume of Work
Should be increased
Regularly meets recognised
standards
Unusually high output
1 2 3 4 5
Quantity of acceptable work
including sales figures
Comments:
Performance Improvement Plan (1/3)
Goals & Objectives
during this evaluation
period
Achievements,
Accomplishments and
Responsibilities
(completed by
employee)
Evaluation completed
by Supervisor
(completed by
supervisor)
Strengths and Areas
for development
Suggested Career
Progression Plan
Goals & Objectives for
next evaluation period
Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here
Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here
Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here
Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here
Performance Improvement Plan (2/3)
Description of the underperformance Your Text Here
Aim of the performance improvement plan Your Text Here
Plan start date Your Text Here
Plan end date Your Text Here
Improvement Objectives Success Criteria
Additional Support
Required
Review Schedule Objective Outcome
What, specifically must the
individual do to improve their
performance to meet expected
standards?
How will you know when the
expected standards of
performance have been met?
What additional development or
support does the individual require
in order that they are able to
achieve the expected standards?
When will progress against
improvement objective be
reviewed? How will evidence of
progress be collected? Who will
review progress?
When will the final review of the
plan be undertaken and by
whom? What is the final outcome?
What action will be taken if
expected standards are not met?
Enter improvement objective 1
Detail success criteria for
improvement objective 1
Detail the additional support
required to succeed in achieving
improvement objective 1
Detail when progress against
improvement objective 1 will be
reviewed, how and by whom
Detail the specific consequences
if the individual does not achieve
improvement objective 1
Enter improvement objective 2
Detail success criteria for
improvement objective 2
Detail the additional support
required to succeed in achieving
improvement objective 2
Detail when progress against
improvement objective 2 will be
reviewed, how and by whom
Detail the specific consequences
if the individual does not achieve
improvement objective 2
Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here
Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here
Manager:___________________ Date:___________________ Overall Outcome if plan objectives are achieved or not achieved:
Your Text Here
Your Text Here
Performance Improvement Plan (3/3)
Duties & Improvement Required Expected Outcome/ Measurement Support & Dependencies
1
Such as, collection and collation of data to allow
accurate and timely reporting
Monthly: Data collection completed on time with
90 percent accuracy
Manager to review monthly
2
Such as, more timely maintenance of system
spreadsheet
Monthly: Data collection completed on time with
90 percent accuracy
Manager to review weekly
3 Next issue in need of addressing Your Text Here Your Text Here
Review
Date:_________
Met/Not Met/Partially
Met
Review
Date:_________
Met/Not Met/Partially
Met
Review
Date:_________
Met/Not Met/Partially
Met
1 Outcome: Outcome: Outcome:
2 Your Text Here Your Text Here Your Text Here
3 Your Text Here Your Text Here Your Text Here
Supervisor’s Comments (1/2)
Current Responsibilities
Attach job description, noting any significant changes
Your Text Here
Performance Assessment
Evaluate performance and achieved goals
Your Text Here
Discuss areas of excellence within performance
Your Text Here
Discuss areas of improvement
Your Text Here
Develop future goals with set expectations
Your Text Here
Comments & Approval
Provide any additional feedback
Ability to Accomplish
Responsibilities
Achievement of Goals
Examples of
Exceptional
Performance
Suggested Areas of
Improvement
Demonstration of Core
Values
Additional Comments
Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here
Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here
Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here
Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here
Supervisor’s Comments (2/2)
Employee Development Program (1/3)
Employee Start Date:_________________ Date of last Plan Revision:___________________ Todays Date:___________________
Week 1 Activities
Activity Description Active/Hold Point of Contact Status Comments
Active
Hold
30 Day Activities
Activity Description Active/Hold Point of Contact Status Comments
60 Day Activities
Activity Description Active/Hold Point of Contact Status Comments
90 Day Activities
Activity Description Active/Hold Point of Contact Status Comments
Employee Development Program (2/3)
Learning & Development Provide a specific description of the desired changes (e.g. skills)
Type of Development
Course, workshop, conference, self development(research reading etc.) coaching, mentoring,
job, shadowing, project work
Timescales E.g. end of April, to be completed in the next 6 months, over next 1-2 years
Who is Responsible? E.g. staff members, manager etc.
Further Comments E.g. resource requirements, additional notes
Employee Development Program (3/3)
What specific workshops,
seminars, mentoring,
continuing education, etc. is
needed?
What specific
competencies/skills of the
employee will be enhanced
by completing the goal?
What specific steps must the
employee take to acquire
the competency or skill?
Short Range
Critical development needs for present
Mid Range
Important for growth within present or
future position (2 years)
Long Range
Helpful for achieving future career goals
(3+ years)
KPI Metrics01
KPI Dashboards02
Performance Management
KPIs & Dashboard
542
Performance
Reviews Initiated
368
Manager Rated
Performance Reviews
218
Calibrated
Performance Reviews
368
Performance Reviews
Completed
Performance Management
KPI Metrics (1/4)
Performance Management
KPI Metrics (2/4)
Positive
Feedbacks
Negative
Feedbacks
Annual Appraisal
Pending
Pending
Feedbacks
Meetings Attended
by Employee
14 6 12 8 73%
Template Assigned
25%
Manager Review
65%
Self Review
75%
HR Review
55%
Performance Management
KPI Metrics (3/4)
Performance Management KPI Metrics (4/4)
Needs a
Review
Kelly Carter
John Smith
Ready
for Review
• Add Your Text Here
• Add Your Text Here
• Add Your Text Here
• Add Your Text Here
14
Days until your
Annual Appraisal
• Add Your Text Here
• Add Your Text Here
• Add Your Text Here
• Add Your Text Here
3
Objectives
2Requests
for Feedback
• Add Your Text Here
• Add Your Text Here
• Add Your Text Here
• Add Your Text Here
Performance Management Dashboard (1/3)
101
90
125
130
Performance Review Status
Summary
Sign Off Review
Edit Review
Complete
Rate Review
180
80
67
98
112
20
40
60
80
100
120
140
160
180
200
Set Goals & KPIs Ongoing
Performance
Discussion
Performance
Rating
HR &
Management
Rating Review
Performance
Review Completed
Performance Reviews by Current Review Step
Edit Review Rate Review
CompleteSign Off Review
#
Performance
Reviews
Length of Employment 12
Retirement Date 2027
Time in Current Post 44
Time in Current Group 12
Total CPD Hours 12
Enrolled Hours 2027
Qualifications 44
Number of Skills 12
Approved Applications 15
Total Rejected 0
Total Attended 15
Total Not Attended 4
Targets Agreed 0
Targets as Needs 0
Targets Completed 3.5
Total Cost (All Elements) 0
Performance Management Dashboard (2/3)
35
Time in
Current Post
Employment
Profile
25
Time in
Current Post
Training
Profile
45
Time in
Current Post
CPD &
Qualifications
30
Time in
Current Post
Appraisal
Profile
Performance Management Dashboard (3/3)
All Teams
Quarter-over-quarter
+15%
(QTD)
Monthly Trend
(Last 3 months)
Product Team
Year-over-year
-6%
(QTD)
Yearly Trend
(Last 3 years)
Meetings attended
by team (QTD)
Attended
75%
Engineering
Performance (QTD)
On Target
85%
All Teams
Quarter-over-quarter
-4%
(QTD)
Yearly Trend
(Last 3 years)
Product Team
Year-over-year
+20%
(QTD)
Monthly Trend
(Last 3 months)
Quarterly Team Performance – last 2
years (percentage of goal)
43
31 29
68
78
47
63
54
0%
20%
40%
60%
80%
100%
0
20
40
60
80
100
Q1 Q2 Q3 Q4 Q1 Q2 Q3 Q4
Product 01 Product 02
2017 2018
Product Team
Quarterly performance – last 2 quarters (QTD)
0
20
40
60
80
M1 M2 M3 M1 M2 M3
Top & Bottom 3 teams – percentage of
goals (YTD)
Front end
UX Design
QA
Product
Bid Data
Analytics
90%
70%
65%
55%
60%
40%
Feedback comparison by team member
- my teams (YTD)
90%
75%
68%
33%
40%
52%
60%
75%
85%
80%
Berlin Grey
Jackie Fernandes
Kelly Brown
Jack Smith
Tom Cruise
Kristen Wilson
Mohammed
Kaira
Chris Stolk
Debbie
Top5PositiveBottom5Negative
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250
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  • 3. Project Background01 Performance Management Program02 Core Performance Criteria & Categories03 Introduction
  • 4. Background Project Fund $ 5M Duration 01st September, 2017 - 31st August 2018 Objectives This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Project Brief or Summary This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Expected Outcomes This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Core Performance Criteria & Categories This slide is 100% editable. Adapt it to your needs and capture your audience's attention.
  • 5. Our Team Name Here Name Here Name Here Marketing Communications Mgr. Name Here Name Here Name Here Name Here Marketing Communications Mgr. Name Here Name Here Name Here Name Here Responsibility 2 Name Here Responsibility 1 Name Here Name Here Name Here Name Here Business Development Mgr. Name Here Marketing Communications Mgr. Name Here Marketing Director Name Here
  • 6. Performance Management Program (1/2) Planning Planning for Results › Strategic Planning › Needs Assessment › Action Planning › Text Here Action Delivering Results › Implement Action Plan › Deliver Service › Collect Data › Text Here Results Reporting Results › Record & Validate Data › Analyze Data Results › Communicate Results › Text Here Feedback Loop › SWOT Analysis › Resource Allocation › Skill Development Feedback Loop › Policies & Procedures › Changes in Behaviors › Process Improvement Feedback Loop › Program & Policy Decision Making › Employee Performance Planning › Fiscal Year Accounting & Budget Request
  • 7. Performance Management Program (2/2) Supervisor Creates Plan Employee Acknowledges Plan Progress Notes Self Evaluation Supervisor Evaluation Employee Acknowledges Evaluation Begin New Program Performance Management Program Discuss Goal Plan for the Cycle Commit to/Affirm Plan Check-in Conversations. How are things going?Discusses in Review Meeting Discusses in Review Meeting Affirmation of Feedback
  • 8. Priorities N/A 1 2 3 4 5 Understand Work Responsibilities and Related Tasks Finishes Work Assignments Precisely, Completely and on Time Follows Proper Attendance Rules and Policies Resolves Issues in a Productive, Safe and Effective Way Is a Responsible and Acknowledges Responsibility for Own Actions? Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Core Performance Criteria (1/3) Criteria: 5 being the highest and 1 is the lowest
  • 9. Core Performance Criteria (2/3) Ratings Job Knowledge • Comments 1 Work Quality • Comments 2 Attendance/Punctuality • Comments 4 Initiative • Comments 3 Communication/Listening Skills • Comments 4 Dependability • Comments 5 Overall Rating (Average the Rating Numbers Above) Poor = 1 Fair = 2 Satisfactory = 3 Good = 4 Excellent = 5Key
  • 10. Core Performance Criteria (3/3) Evaluation Criteria Research Performance Expectations Teaching Performance Expectations Community Engagement Performance Expectations Not relevant Unsatisfactory Satisfactory but areas for improvement Achieved Exceeds Expectations Does not meet expectations Below expectations Meets expectations Very Good OutstandingKey
  • 11. Guidelines for Performance Planning01 Types of Goals/ Priorities02 Goals Setting Process03 Performance Planning
  • 12. Performance Guidelines Skills Guidelines Feedback (Met, Not Met, Not Tested) Comments Content Research • Understands the Topic Objectives and Research Plan (What is Required, How to Find It, Do We Need to Time Box the Effort) • Requests, Pro-actively, for Additional Clarity When Required • Discuss with Supervisors Regarding Content • Plagiarism Issues • Add Your Guidelines Here • Add Your Guidelines Here Met Add Comments Here Quarterly Standards • Accepts Responsibility for Outcomes (Positive Or Negative) of One’s Work; Admits Mistakes and Refocuses Efforts When Appropriate • Level of Dependency on Co-workers in Terms of Tasks Given • Average Number of Tasks in a Day • Add Your Guidelines Here • Add Your Guidelines Here Not Met Add Comments Here Review Meeting Standards • Professionalism • Uses Professional Language and Refrains from Using Profanities in the Office Environment • Conduct During Review Meetings • Team Meetings • Demonstrates an Ability T Clearly and Concisely Explain Your Thoughts • Ability to Implement Changes Discussed During Review Meetings • Add Your Guidelines Here • Add Your Guidelines Here Not Tested Add Comments Here Time Management • Complete Assigned Work in Allotted Time Frame • Inform Proactively • Highlights Any Anticipated Delays in Advance • When Free, Requests for Additional Tasks or Volunteers to Help Others Add Feedback Here Add Comments Here Supervisors Experience • Make All the Discussed Changes During Review • Showcases Good Listening Skills and Accurately Captures Expectations and Feedback on His/Her Task • Add Your Guidelines Here • Add Your Guidelines Here Add Feedback Here Add Comments Here
  • 13. Types of Goals/Priorities (1/2) ITEM P 1 2 3 4 To Have a Good Understanding of Organization’s Business Goals To Understand the Steps Needed to Reach the Business Goals To Behave Consistently With Organization’s Core Values To Have Understanding of How Your Job Contributes To the Organization Achieving Its Business Goals Add Priorities Here Add Priorities Here Add Priorities Here Add Priorities Here Add Priorities Here Add Priorities Here Add Priorities Here Add Priorities Here Legend Priority Level. Larger Boxes Indicate That an Item is a Higher Priority for Increasing Engagement Score is OK Moderate to Low Score. Potential Problem Area. Take a Closer Look. Low Score. Problem Area Benchmark Reference Line Freq. Frequency Distribution of Responses. Red Indicates a High Level of Disagreement. P
  • 14. Types of Goals/Priorities (2/2) Goal / Objective Action Steps Responsible Person Measured By Due Date Improve Staff Performance and Reduce Time Wasted Looking for Information 1) Determine Wait Times by Employee John Smith Manager Text Here 1st Jan 2) Meet with Staff to Determine Best Practices 5th Feb 3) Add Your Action Steps Here 17th Feb 4) Add Your Action Steps Here 23rd Mar 5) Add Your Action Steps Here 15th Apr 6) Add Your Action Steps Here Katie Brown Manager Text Here 30th Apr 7) Add Your Action Steps Here 2nd May 8) Add Your Action Steps Here 5th May 9) Add Your Action Steps Here 14th Jun Add Goal Here 1) Add Your Action Steps Here 27th Jun 2) Add Your Action Steps Here 6th Jul 3) Add Your Action Steps Here John Smith Manager Text Here 18th Jul 4) Add Your Action Steps Here 2nd Aug 5) Add Your Action Steps Here 13th Aug 6) Add Your Action Steps Here 28th Aug Add Goal Here 1) Add Your Action Steps Here 2nd Sep 2) Add Your Action Steps Here Katie Brown Manager Text Here 6th Sep 3) Add Your Action Steps Here 18th Sep 4) Add Your Action Steps Here 6th Oct 5) Add Your Action Steps Here 27th Nov 6) Add Your Action Steps Here Zaira Khan Manager 23rd Dec
  • 15. Goals Setting Process Specify Tasks and Results Set Targets or Standards Determine the Measures Outline Time Frames Rate Goal Performance Coordinate Efforts for Goal Achievement Prioritize Goals
  • 16. Goals Setting Template SMART Goal › Through increasing communication and team building › Your text here › Your text here Specific Measurable Attainable Relevant Time-Bound • Encourage Two-Way Communication with Employees • Decrease Conflicts • Your Text Here • Your Text Here Who? What? When? Where? Why? • Less Attention in my Department • Staff Come to me When They have Problem • Your Text Here • Your Text Here How Will I Know When it is Accomplished? • Prioritize Weekly Employee One on One • Take Training Course • Your Text Here • Your Text Here Can Objectives Pertaining to the Goal be Carried Out? How? • Better Relationship Help Our Department Reach Our Overall Department Goal • Your Text Here • Your Text Here How Does This Goal Help You to Meet Your Overall Objective? • All Training and Team Build Activities Will be Completed Within the Next 6 Months. • Your Text Here • Your Text Here Completed/Milestones Achieved by End of Performance Period GOAL Building Better Relationship with The team Smart Goal • Through Increasing Communication and Team Building • Your Text Here • Your Text Here
  • 17. Supervisors & Employees Responsibilities01 Do's & Don'ts's02 Performance Coaching
  • 18. Employees Responsibilities RACIMatrix Task Name Market Research Advertising Story boarding Funding Design Production Distribution Employee Name Tom R R A Emily C A R C R Brian C C R A A C Lettie I C I C R Johnny I I I I I R Harry C I C A R Responsible A Accountable C Consulted I Informed
  • 19. Supervisor’s Responsibilities Supervisor’s Name Supervisor’s Responsibilities Dan Marino • Sets Goals and Objectives • Add Your Text Here • Add Your Text Here • Add Your Text Here • Add Your Text Here • Add Your Text Here • Add Your Text Here Nick Chen • Plans, Gives and Directs Work • Schedules Deadlines • Accepts, Amends and Rejects Deliverables • Add Your Text Here • Add Your Text Here • Add Your Text Here • Add Your Text Here Katie Homy • Allocates Funds and People; Approves Leave • Approves and Schedules Training • Appraises Performance and Assigns Ratings; Approves Awards; Counsels Employees, Takes Corrective Actions • Add Your Text Here • Add Your Text Here
  • 20. Do’s & Don’ts The Do’s Focus on Performance and Development Be Specific About Reasons for Ratings Decide on Specific Steps to be Taken for Improvement Focus on Future Performance Add Do’s Here Add Do’s Here The Don'ts Lecture the Employee Mix Performance Appraisal and Salary or Promotion Issues Concentrate Only on the Negative Compare the Employee with Others Add Don’ts Here Add Don’ts Here
  • 21. Multiple Sources of Feedback01 Feedback02 Performance Feedback
  • 22. Multiple Sources of Feedback Employee Feedback 01 02 03 05 07 06 04 Peers Subordinates Suppliers Customers Team Members Line Managers Direct Reports
  • 23. Feedback - One to One Form (1/2) Pre One-on-one Notes • Add Your Text Here • Add Your Text Here • Add Your Text Here • Add Your Text Here List At Least 3 Questions to Ask the Employee to Ensure and Effective Coaching Session: Topic Checklist • Add Your Text Here Goals Development • Add Your Text Here Concerns Help Needed • Add Your Text Here Future Interests Action Items During the One-on-One What Project is the Employee Working On? • Add Your Text Here • Add Your Text Here What Challenges Has the Employee Encountered This Week/Month? • Add Your Text Here • Add Your Text Here What Challenges Has the Employee Encountered This Week/Month? • Add Your Text Here • Add Your Text Here What project is the employee working on? • Add Your Text Here • Add Your Text Here What Challenges Has The Employee Encountered This Week/Month? • Add Your Text Here • Add Your Text Here What Challenges Has The Employee Encountered This Week/Month? • Add Your Text Here • Add Your Text Here What Challenges Has The Employee Encountered This Week/Month? • Add Your Text Here • Add Your Text Here What Challenges Has The Employee Encountered This Week/Month? • Add Your Text Here • Add Your Text Here What Challenges Has The Employee Encountered This Week/Month? • Add Your Text Here • Add Your Text Here What Challenges Has The Employee Encountered This Week/Month? • Add Your Text Here • Add Your Text Here Post Meeting Notes and Comments for Next One-on-One • Add Your Text Here • Add Your Text Here
  • 24. Feedback - One to One Form (2/2) Team Member Date Department Time Personal/Notes: (Spouse, Children, Pts, Hobbies, Friends, History, etc.) Team Member Update/Notes: Manager Update/Notes: Future: What Areas are Ahead of Schedule? Text Here Where are You on Budget? Text Here Are You on Track to Meet the Deadline? Text Here Tell Me About What You’ve Been Working on Text Here Tell Me About Your Week – What’s It Been Like? Text Here How are you Going to Approach This? Text Here What do you Think you Should Do? Text Here
  • 25. Feedback - Self Evaluation Form What were your most significant work-related accomplishments? (Include projects, assignments, new skills or knowledge gained)01 What didn’t you accomplish that you had planned on accomplishing? Why?02 How do these accomplishments relate to your key responsibilities and goals for you and your unit/department?03 How will you accomplish these goals?04 What are your goals for next evaluation project?05
  • 26. Performance Review Form Performance Ratings Performance Improvement Plan Comments of the Supervisor Employee Development Program 01 02 03 04 05 Performance Review & Development
  • 27. Performance Review Form (1/2) Productivity (5) = Exceptional (4) = Exceeds Requirements (3) = Meets Requirements (2) = Gets By (1) = Needs Work Completes tasks Shows good judgements Looks for efficiencies Works smarter, not harder Meets deadlines Makes realistic goals Communication (5) = Exceptional (4) = Exceeds Requirements (3) = Meets Requirements (2) = Gets By (1) = Needs Work E-mail etiquette Telephone etiquette Processes received information Communicates effectively through verbal communications Communicates effectively through written communications such as reports, documents, etc. Listens to others Leadership (5) = Exceptional (4) = Exceeds Requirements (3) = Meets Requirements (2) = Gets By (1) = Needs Work Delegates clearly Establishes clear expectations Resolves conflicts Brings out the best in team members Leads by example Finds realistic solutions Acts decisively, meets problems head-on Provides necessary resources Personal Development (5) = Exceptional (4) = Exceeds Requirements (3) = Meets Requirements (2) = Gets By (1) = Needs Work Sets challenging goals Even-tempered under pressure Sets high standards for self
  • 28. Performance Review Form (2/2) Characteristics Quality Unsatisfactory Satisfactory Good Excellent Works to Full Potential Quality of Work Work Consistency Communication Independent Work Takes Initiative Group Work Productivity Creativity Honesty Client Retention Punctuality Attendance Technical Skills Dependability Goals Achieved Goals Set in Previous Review? Goals for Next Review Period Comments and Approval
  • 29. Post Development Prof Growth Action Plan Logistics Timeline Discuss any required training, coursework, workshops, etc. List employee enrichment as a result of achieving set goals Detail the steps required to achieve the desired goal Lis all budget, equipment, and staffing requirements Provide predicted start date and projected date of completion Starting Range or Crucial 0-3 Months Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Middle Range or Significant 3-6 Months Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Long Range or Useful 6-12 Months Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Performance Assessment
  • 30. Performance Ratings (1/2) Ratings Particulars Poor Fair Satisfactory Good Excellent Job Knowledge Understand duties, responsibilities and has the level of proficiency required to accomplish the work Work Quality Accuracy, thoroughness, dependability of results Attendance Reports to work as scheduled, follow established procedures of break and notify supervisor in advance of schedule change Initiative Ability to be self-directed, efficient, creative, and resourceful. Assumes extra work on initiative and adapts quickly new responsibilities Work Attitude & Cooperation Extent to which employee demonstrates a positive attitude, and promotes cooperation which supervisors and others Dependability Employee can be counted on to carry out instructions and fulfil job responsibilities efficiently Overall Rating
  • 31. Performance Ratings (2/2) Knowledge of Work Needs instruction or guidance Has required knowledge of own Exceptional knowledge of own related 1 2 3 4 5 Understanding of all phases of his/her work, the technology field and related products Comments: Initiative Lacks imagination Meets necessary requirements Unusually resourceful 1 2 3 4 5 Ability to originate or develop ideas and to get things started in regard to sales Comments: Application Wastes time and needs close supervision Steady and willing worker Exceptionally industrious 1 2 3 4 5 Attention and application to his/her work Comments: Quality of Work Needs improvement Has required knowledge of own Consistently maintains highest quality 1 2 3 4 5 Thoroughness, profitability and accuracy of work Comments: Volume of Work Should be increased Regularly meets recognised standards Unusually high output 1 2 3 4 5 Quantity of acceptable work including sales figures Comments:
  • 32. Performance Improvement Plan (1/3) Goals & Objectives during this evaluation period Achievements, Accomplishments and Responsibilities (completed by employee) Evaluation completed by Supervisor (completed by supervisor) Strengths and Areas for development Suggested Career Progression Plan Goals & Objectives for next evaluation period Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here
  • 33. Performance Improvement Plan (2/3) Description of the underperformance Your Text Here Aim of the performance improvement plan Your Text Here Plan start date Your Text Here Plan end date Your Text Here Improvement Objectives Success Criteria Additional Support Required Review Schedule Objective Outcome What, specifically must the individual do to improve their performance to meet expected standards? How will you know when the expected standards of performance have been met? What additional development or support does the individual require in order that they are able to achieve the expected standards? When will progress against improvement objective be reviewed? How will evidence of progress be collected? Who will review progress? When will the final review of the plan be undertaken and by whom? What is the final outcome? What action will be taken if expected standards are not met? Enter improvement objective 1 Detail success criteria for improvement objective 1 Detail the additional support required to succeed in achieving improvement objective 1 Detail when progress against improvement objective 1 will be reviewed, how and by whom Detail the specific consequences if the individual does not achieve improvement objective 1 Enter improvement objective 2 Detail success criteria for improvement objective 2 Detail the additional support required to succeed in achieving improvement objective 2 Detail when progress against improvement objective 2 will be reviewed, how and by whom Detail the specific consequences if the individual does not achieve improvement objective 2 Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Manager:___________________ Date:___________________ Overall Outcome if plan objectives are achieved or not achieved: Your Text Here Your Text Here
  • 34. Performance Improvement Plan (3/3) Duties & Improvement Required Expected Outcome/ Measurement Support & Dependencies 1 Such as, collection and collation of data to allow accurate and timely reporting Monthly: Data collection completed on time with 90 percent accuracy Manager to review monthly 2 Such as, more timely maintenance of system spreadsheet Monthly: Data collection completed on time with 90 percent accuracy Manager to review weekly 3 Next issue in need of addressing Your Text Here Your Text Here Review Date:_________ Met/Not Met/Partially Met Review Date:_________ Met/Not Met/Partially Met Review Date:_________ Met/Not Met/Partially Met 1 Outcome: Outcome: Outcome: 2 Your Text Here Your Text Here Your Text Here 3 Your Text Here Your Text Here Your Text Here
  • 35. Supervisor’s Comments (1/2) Current Responsibilities Attach job description, noting any significant changes Your Text Here Performance Assessment Evaluate performance and achieved goals Your Text Here Discuss areas of excellence within performance Your Text Here Discuss areas of improvement Your Text Here Develop future goals with set expectations Your Text Here Comments & Approval Provide any additional feedback
  • 36. Ability to Accomplish Responsibilities Achievement of Goals Examples of Exceptional Performance Suggested Areas of Improvement Demonstration of Core Values Additional Comments Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Supervisor’s Comments (2/2)
  • 37. Employee Development Program (1/3) Employee Start Date:_________________ Date of last Plan Revision:___________________ Todays Date:___________________ Week 1 Activities Activity Description Active/Hold Point of Contact Status Comments Active Hold 30 Day Activities Activity Description Active/Hold Point of Contact Status Comments 60 Day Activities Activity Description Active/Hold Point of Contact Status Comments 90 Day Activities Activity Description Active/Hold Point of Contact Status Comments
  • 38. Employee Development Program (2/3) Learning & Development Provide a specific description of the desired changes (e.g. skills) Type of Development Course, workshop, conference, self development(research reading etc.) coaching, mentoring, job, shadowing, project work Timescales E.g. end of April, to be completed in the next 6 months, over next 1-2 years Who is Responsible? E.g. staff members, manager etc. Further Comments E.g. resource requirements, additional notes
  • 39. Employee Development Program (3/3) What specific workshops, seminars, mentoring, continuing education, etc. is needed? What specific competencies/skills of the employee will be enhanced by completing the goal? What specific steps must the employee take to acquire the competency or skill? Short Range Critical development needs for present Mid Range Important for growth within present or future position (2 years) Long Range Helpful for achieving future career goals (3+ years)
  • 40. KPI Metrics01 KPI Dashboards02 Performance Management KPIs & Dashboard
  • 41. 542 Performance Reviews Initiated 368 Manager Rated Performance Reviews 218 Calibrated Performance Reviews 368 Performance Reviews Completed Performance Management KPI Metrics (1/4)
  • 42. Performance Management KPI Metrics (2/4) Positive Feedbacks Negative Feedbacks Annual Appraisal Pending Pending Feedbacks Meetings Attended by Employee 14 6 12 8 73%
  • 43. Template Assigned 25% Manager Review 65% Self Review 75% HR Review 55% Performance Management KPI Metrics (3/4)
  • 44. Performance Management KPI Metrics (4/4) Needs a Review Kelly Carter John Smith Ready for Review • Add Your Text Here • Add Your Text Here • Add Your Text Here • Add Your Text Here 14 Days until your Annual Appraisal • Add Your Text Here • Add Your Text Here • Add Your Text Here • Add Your Text Here 3 Objectives 2Requests for Feedback • Add Your Text Here • Add Your Text Here • Add Your Text Here • Add Your Text Here
  • 45. Performance Management Dashboard (1/3) 101 90 125 130 Performance Review Status Summary Sign Off Review Edit Review Complete Rate Review 180 80 67 98 112 20 40 60 80 100 120 140 160 180 200 Set Goals & KPIs Ongoing Performance Discussion Performance Rating HR & Management Rating Review Performance Review Completed Performance Reviews by Current Review Step Edit Review Rate Review CompleteSign Off Review # Performance Reviews
  • 46. Length of Employment 12 Retirement Date 2027 Time in Current Post 44 Time in Current Group 12 Total CPD Hours 12 Enrolled Hours 2027 Qualifications 44 Number of Skills 12 Approved Applications 15 Total Rejected 0 Total Attended 15 Total Not Attended 4 Targets Agreed 0 Targets as Needs 0 Targets Completed 3.5 Total Cost (All Elements) 0 Performance Management Dashboard (2/3) 35 Time in Current Post Employment Profile 25 Time in Current Post Training Profile 45 Time in Current Post CPD & Qualifications 30 Time in Current Post Appraisal Profile
  • 47. Performance Management Dashboard (3/3) All Teams Quarter-over-quarter +15% (QTD) Monthly Trend (Last 3 months) Product Team Year-over-year -6% (QTD) Yearly Trend (Last 3 years) Meetings attended by team (QTD) Attended 75% Engineering Performance (QTD) On Target 85% All Teams Quarter-over-quarter -4% (QTD) Yearly Trend (Last 3 years) Product Team Year-over-year +20% (QTD) Monthly Trend (Last 3 months) Quarterly Team Performance – last 2 years (percentage of goal) 43 31 29 68 78 47 63 54 0% 20% 40% 60% 80% 100% 0 20 40 60 80 100 Q1 Q2 Q3 Q4 Q1 Q2 Q3 Q4 Product 01 Product 02 2017 2018 Product Team Quarterly performance – last 2 quarters (QTD) 0 20 40 60 80 M1 M2 M3 M1 M2 M3 Top & Bottom 3 teams – percentage of goals (YTD) Front end UX Design QA Product Bid Data Analytics 90% 70% 65% 55% 60% 40% Feedback comparison by team member - my teams (YTD) 90% 75% 68% 33% 40% 52% 60% 75% 85% 80% Berlin Grey Jackie Fernandes Kelly Brown Jack Smith Tom Cruise Kristen Wilson Mohammed Kaira Chris Stolk Debbie Top5PositiveBottom5Negative
  • 49. Coffee Break Your Text Here This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Your Text Here This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Your Text Here This slide is 100% editable. Adapt it to your needs and capture your audience's attention. 01 02 03
  • 50. Clustered Column 0 50 100 150 200 250 300 350 400 450 500 550 600 Jan Feb Mar Apr May Jun Jul Aug Sep Oct Nov Dec Product 01 Product 02 Product 03 This graph/chart is linked to excel, and changes automatically based on data. Just left click on it and select “Edit Data”. This graph/chart is linked to excel, and changes automatically based on data. Just left click on it and select “Edit Data”. This graph/chart is linked to excel, and changes automatically based on data. Just left click on it and select “Edit Data”.
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  • 53. Post It Notes Sale 01 This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Sale 02 This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Sale 03 This slide is 100% editable. Adapt it to your needs and capture your audience's attention.
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  • 59. Lego 05 04 03 02 01 Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here