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Management and Supervisor Buy-In

Management and Supervisor Buy-In . Values Team presented draft Values to Management Team in December 2012 Management team made a couple of minor “ wordsmithing ” /emphasis changes. Company Roll Out . Shared with all employees during plant meetings Values “banners” created

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Management and Supervisor Buy-In

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  1. Management and Supervisor Buy-In • Values Team presented draft Values to Management Team in December 2012 • Management team made a couple of minor “wordsmithing” /emphasis changes

  2. Company Roll Out • Shared with all employees during plant meetings • Values “banners” created • Next Steps: Develop HR tools to support Values

  3. Performance Review: Challenges • Manager interpretation of rating system not consistent • Rating system feels like a ‘grading’ system • Managers not providing specific examples to support rating • Manager often glosses over issues in order to support a better rating and raise • No employee ‘buy-in’ to the review – it’s been top-down • Coupling performance review and pay conversation

  4. Goals for a New Tool • Create a strong link to Values • Create a tool that supports an objective conversation about job performance and behavior • Help employees see what “A Player” behavior looks like • Create a rating system that is accompanied by clear definitions • Reduce overall manager subjectivity in rating • Engage the employee by introducing a self-assessment component • Create an overall rating that will be a factor in pay increase decisions • Provide data that can assist managers and the company to develop training to address individual and overall company performance gaps

  5. Process/Timeline

  6. New Performance Review Tool • 3 Sections • Values • Job Description • Goals • New rating system • Meets and Needs Improvement • Bonus Points for “Exceeds” • Values and Job Performance equally weighted • Overall score informs pay increase eligibility

  7. New Performance Review Tool: Values

  8. Job Description and Job Responsibilities

  9. Overall Rating

  10. Implementation • Train managers and supervisors on using new tool (March) • Definitions • Scoring System • Timeline for completion (April – May) • Self-reviews by employees • Managers complete initial reviews • Sr. Manager review of all manager/supervisor reviews • Quality • Consistency • Managers present reviews to employees • Manager recommendation for salary increases

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