A.

Objective: Managers will become familiar with Success Factors and NBB performance management philosophy
1. Explain where we are at now 15 minutes a. Quick overview of performance evaluation evolution at NBB i. talk to strategic connection & steps taken during the year ii. Building skills layered approach- CC1/CC2/soft skills SLII 2. Recap 360 & Review Process 15 minutes i. Intention for improvement ii. Focus on opportunities and areas to grow iii. Address Anonymous as an option iv. Feedfoward- reframing for building motivation not demonization. Defer to motivation or ability and diagnosing towards the SLII model. 3. Review system 35 Minutes a. log in to system as a group with them on their own laptops in addition to displaying b. Review process and work flow c. Dashboard Break for 10 Minutes 4. Pay Matrix 35 Minutes a.Review matrix b.Discuss philosophies on pay raises c. Have manager calculate a pay raise for someone on their team

Performance Management Training for D1 & D2

B.

Objective: Managers will review on Lominger competencies

1. Introduce competencies & give background 40 Minutes a. Why competencies addressing the How b. show job families c. Look up in FYI book an action item inside manual as a group and share d. Discuss areas that need clarification i. What competencies stick out to you? e. Address your greatest strength can be your weakness

C.

Objective: Managers will leave with clear expectations and directions

1. Recap deadlines & contacts etc. 5 Minutes a. 360 Improvement Planning 10/1 -10/31 b. Review Assessments and pay change completed by 1/30

A. Objective: Managers will review Success Factors, discuss obstacles and have clear objectives for the performance season
1. Review 5 Minutes a. Timelines: i. 360 Improvement Planning 10/1 -10/31 ii. Performance Assessments 12/1 2/14 b. Competencies and the forms 10 Minutes iii. What has changed iv. What is the same 2. Discussion 6O Minutes a.Absences what is appropriate or excessive? b.Finesse of working relationships (work/life balance) what we can do to help them perform their role or grow? c. Unprofessionalism how does this show up in the process or feedback? How do you address this? d.Coworker Influences and conflicts are performance issues causing the conflict? e.What is appropriate or inappropriate to address as part of performance management? f. Calibration among managers: what are High, Mid and Low performers? Break for 10 Minutes 3. Pay Matrix 25 Minutes d.Review matrix e.Discuss philosophies on pay raises 4. PWO, PI and Career Pathing 10 Minutes f. Manager as coach 5. Ask what they need from HR to be successful during this review season.

Performance Management Training for D3 & D4