F&B SUMMIT – 2013 Delaware North

1. F&B SUMMIT – 2013Delaware North Talent Management to build leadership… Achieve outstanding business results… PerformanceManagement and Development Michele Garcia – Director, Talent Learning & Development

2. Last year …. • Lateyfa Ali, VP of Talent & Organizational Development, presented “Competencies for Self Development” • This was just the beginning of a greater goal … • 2013 ushers in an enhanced approach to Competencies, Performance Management and Development

3. DNC Talent Management – the core Values Strategic Business Objectives & Goals Let’s start here … 3

4. 2013 Competency Project • Built Competency Frameworks for the First 3 Levels below SPC – leaders and vital roles • Adopted the process and cascaded deeper into the organization – Grades 1 -6 • Integrated the competency frameworks in PeopleManager • Integrate into all aspects of the Talent Mgt wheel, specifically in 2013 • Performance Management • Development

5. Defined Target Roles Executive Leader Senior Leader Leadership Clusters Enterprise/BU Manager Mid-Level Leader 6 Group Manager 5 First-Level Leader Business Manager 4 Entry Leader IC Functional Manager 3 Managing Managers 2 Managing Others 1 Managing Others & Self

6. Outcome • 10 Core Competencies, associated behaviors - Leaders and Individual Contributors, Grade levels 7 -16. • Business Skills  Thinking & Acting Strategically  Focus on the Customer  Innovation and Creativity • People Skills  Influencing  Strategic Working Relationships  Developing Self & Others  Collaboration and Teamwork • Operating Skills  Driving For Results  Operational Excellence  Leading/Managing Change • From this list, modified core competencies , associated behaviors - Leaders and Individual Contributors, Grade levels 1-6.

7. What This Means for DNC? Keep a focus on the leadership Knowledge, Skills and Abilities that matter most for business growth and success Develop organizational capability – a systematic focus on developing critical skills throughout DNC leadership and vital roles

8. DNC Talent Management – Planning, Observing, Measuring, Coaching Values Strategic Business Objectives & Goals Phase 2 … coach and measure 8

9. Performance Management Enabled thru PeopleManager 9

10. PeopleManager will enable the Performance Management Cycle 10 ePerformance helps make the process … • Simple –Traceable - Auditable • Competency Based – the “How” • Business Objectives – the “What” • Opportunity for Performance Comments • Individual Development Planning • Self Service

11. Value Proposition Easily retrievable competency and performance evaluation data Opportunity for interim reviews to keep performance aligned and on track….no surprises Greater objectivity and clear understanding of performance expectations Analytics – Overall how are my people performing? Clear language on the competencies support development planning

12. ePerformance New Look …

13. Section 1 - Competencies

14. Section 2 – Business Objectives/ Incentive Goals

15. Sections 3 – 6 Overall Summary, Comments, Development Actions

16. 2013 Annual Review Process 16 ANNUAL PERFORMANCE REVIEW • 2013 - System available as early as November 15, 2013 • Review process to run from mid-November through January 10, 2014 • Entering goals into PeopleManager • Self-review • Manager review and completion • NEW! In 2013 • Weighting • Competencies

17. DNC Talent Management – Development Values Strategic Business Objectives & Goals Foundation of development … 17 17

19. Delaware North Virtual University

21. Recap … • Leadership Competencies are core • Structured for all grade levels and job codes • Manager and Individual Contributors • Performance Management • It is a process not an event • Enabled through PeopleManager beginning 2013 • Accounts for the “how” and the “why” • Find your climbing wall • DNCVU • More to come …

22. Q&A