We place high importance on our performance management program in aiding two-way communication between management and staff, and aim for 100% participation amongst eligible employees. Staff who join the company after August 31st of a calendar year are not required to participate in a year-end review due to the relatively short evaluation period. Having moved the administration of our performance management process over to Workday in 2014, we are now able to collect, verify and report on significantly more data
In 2015, 95% of employees completed our performance management cycle (vs. 93% participation in 2014), which involves setting clear expectations for performance, identifying opportunities to learn and grow, providing ongoing feedback, evaluating goals, and recognizing accomplishments. G4-LA11
Our cycle begins at the start of the year with our people identifying their performance and development goals, career aspirations and mobility interests through our “Driving Excellence – Plan Forward” process. Evaluation of individual performance, in terms of the results achieved and how those results were accomplished, is done through the “Looking Back – Performance Review” process that occurs at the end of the year.
Performance conversations and ongoing feedback between supervisors and staff – not just at the beginning and the end of the year but throughout – are key ingredients to ensure performance is on track and recognized.
Our overall learning and development philosophy is to help our people to develop, through a variety of different activities, not only the skills they need for their current job but those that will benefit them throughout their career. We believe that powerful development involves a combination of: