How can I help support you? Team Member: Here are my updates: - Project 1 update - Project 2 update - Personal/professional goals update

1. Performance
Management
Your Company Name

2. Content
2
Introduction
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Performance Planning
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Performance Coaching
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Performance Feedback
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Performance Review & Development
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01
02
03
04
05

3. Introduction
3
01
Project Background
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02
Performance Management Program
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03
Core Performance Criteria & Categories
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4. Background
4
Project Fund
$ 5M
Duration
01st September, 2017 –
31st August 2018
Objectives
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Expected Outcomes
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Project Brief Or Summary
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Status
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5. Our Team
5
Name
Here
Marketing Director
Name
Here
Marketing Communications Mgr.
Name
Here
Business Development Mgr.
Name
Here
Marketing Communications Mgr.
Name
Here
Marketing Communications Mgr.
Name
Here
Responsibility 1
Name
Here
Responsibility 2
Name
Here
Name
Here
Name
Here
Name
Here
Name
Here
Name
Here
Name
Here
Name
Here
Name
Here
Name
Here
Name
Here
Name
Here
Name
Here
Name
Here
Name
Here
Name
Here
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6. Performance Management Program (1/2)
6
• Strategic Planning
• Needs Assessment
• Action Planning
• Text Here
Planning
Planning for Results
• SWOT Analysis
• Resource Allocation
• Skill Development
Feedback Loop
• Policies & Procedures
• Changes in Behaviors
• Process Improvement
Feedback Loop
• Implement Action Plan
• Deliver Service
• Collect Data
• Text Here
Action
Delivering Results
• Record & Validate Data
• Analyze Data Results
• Communicate Results
• Text Here
Results
Reporting Results
• Program & Policy Decision Making
• Employee Performance Planning
• Fiscal Year Accounting & Budget Request
Feedback Loop
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7. Performance Management Program (2/2)
7
Begin
New
Program
Discuss Goal Plan for The Cycle
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audience's attention.
Commit to/Affirm Plan
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audience's attention.
Check-in Conversations. How are Things Going?
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audience’s attention.
Affirmation of Feedback
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audience's attention.
Discusses in Review Meeting
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audience's attention.
Discusses in Review Meeting
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audience's attention.
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8. Core Performance Criteria (1/3)
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?
You Text Here
You Text Here
You Text Here
You Text Here
Your Text Here
Criteria:
5 Being The Highest and 1
Is The Lowest
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9. Core Performance Criteria (2/3)
9
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)
Key Poor = 1 Fair = 2 Satisfactory = 3 Good = 4 Excellent = 5
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10. Core Performance Criteria (3/3)
10
Evaluation Criteria
Research Performance
Expectations
Teaching Performance
Expectations
Community Engagement
Performance Expectations
Not Relevant
Unsatisfactory
Satisfactory But Areas For
Improvement
Achieved
Exceeds Expectations
Key Does Not Meet Expectations Below Expectations Meets Expectations Very Good Outstanding
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11. Performance Planning
11
01
Guidelines for Performance Planning
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02
Types of Goals/ Priorities
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03
Goals Setting Process
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12. Performance Guidelines
12
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 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
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13. Goals Setting Process
13
Specify Tasks
and Results
Set Targets
or Standards
Determine
The Measures
Prioritize
Goals
Rate Goal
Performance
Coordinate Efforts for
Goal Achievement
Outline Time
Frames
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14. Goals Setting Template
14
Smart Goal
• Through Increasing Communication And Team Building
• You Text Here
• You Text Here
2
• Encourage Two-way
Communication with
Employees
• Decrease Conflicts
• Add Your Text Here
• Add Your Text Here
1
Who? What? When?
Where? Why?
• Prioritize Weekly
Employee One on
One
• Take Training
Course
• Add Your Text Here
• Add Your Text Here
3
Can Objectives
Pertaining to the Goal
Be Carried Out? How?
5
• All Training and
Team Build Activities
Will Be Completed
Within The Next 6
Months.
• Add Your Text Here
• Add Your Text Here
Completed/Milestones
Achieved By End Of
Performance Period
4
• Better Relationship
Help Our Department
Reach Our Overall
Department Goal
• Add Your Text Here
• Add Your Text Here
How Does this Goal
Help you to Meet your
Overall Objective?
• Less Attention in My
Department
• Staff Come to Me
When They Have
Problem
• Add Your Text Here
• Add Your Text Here
How Will I Know When
It is Accomplished?
GOAL Building Better Relationship with The Team
Specific Attainable Time-boundRelevantMeasurable
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15. Types of Goals/Priorities (1/2)
15
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
Frequency Distribution of
Responses. Red Indicates a
High Level of Disagreement.
Freq.
P
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16. Types of Goals/Priorities (2/2)
16
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
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17. Performance Coaching
17
01
Supervisors & Employees Responsibilities
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02
Do's & Don'ts's
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18. Employees Responsibilities
18
RACI Matrix
Task Name
Employee
Name
Tom Emily Brian Lettie Johnny Harry
Market Research R C C A I
Advertising R A C I I
Storyboarding A R C I C
Funding C R I I
Design R A C I C
Production A R I
Distribution C C R A
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Responsible
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Accountable
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Consulted
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Informed

19. Supervisor’s Responsibilities
19
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
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20. Do’s & Don’ts
20
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
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 Do’s
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21. Performance Feedback
21
01
Multiple Sources of Feedback
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02
Feedback
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22. Multiple Sources of Feedback
22
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Employee
Feedback
Peers01
Subordinates02
Suppliers03
Customers04
Line Managers05
Direct Reports06
Team Members07

23. Feedback - One to One Form (1/2)
23
Pre One-on-One Notes
During the One-on-One
Post Meeting Notes and Comments for Next One-on-one
Goals
Development
Concerns
Help Needed
Future Interests
Action Items
Topic Checklist
List At Least 3 Questions to Ask the Employee to Ensure and Effective
Coaching Session:
What Project is the Employee Working on?
What Challenges Has the Employee Encountered this Week/Month?
What Project Is the Employee Working on?
What Challenges Has the Employee Encountered this Week/Month?
What Challenges Has the Employee Encountered this Week/Month?
What Challenges Has the Employee Encountered this Week/Month?
What Challenges Has the Employee Encountered this Week/Month?
What Challenges Has the Employee Encountered this Week/Month?
What Challenges Has the Employee Encountered this Week/Month?
What Challenges Has the Employee Encountered This Week/Month?
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24. Feedback - One to One Form (2/2)
24
Team Member Date
Department Time
Personal/Notes: (Spouse, Children, Pets, Hobbies, Friends, History, Etc.)
Team Member Update/Notes:
Manager Update/Notes:
Future:
What Areas are Ahead of Schedule? Your Text Here
Where are you on Budget? Your Text Here
Are you on Track to Meet the Deadline? Your Text Here
Tell Me About What you’ve Been Working on Your Text Here
Tell Me About your Week – What’s It Been Like? Your Text Here
How are you Going to Approach This? Your Text Here
What do you Think you Should do? Your Text Here
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25. Feedback - Self Evaluation Form
25
1
What were your Most Significant Work-related Accomplishments? (Include Projects, Assignments, New Skills or Knowledge Gained)
Your Text Here
Your Text Here
Your Text Here
What didn’t you Accomplish That you Had Planned on Accomplishing? Why?
Your Text Here
Your Text Here
Your Text Here
How do These Accomplishments Relate to your Key Responsibilities and Goals for you and your Unit/Department?
Your Text Here
Your Text Here
Your Text Here
How Will you Accomplish These Goals?
Your Text Here
Your Text Here
Your Text Here
What are your Goals for Next Evaluation Project?
Your Text Here
Your Text Here
Your Text Here
2
3
4
5
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26. Performance Review & Development
26
02
Performance Ratings
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04 Comments of the Supervisor
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01
Performance Review Form
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03
Performance Improvement Plan
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05
Employee Development Program
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27. Performance Review Form (1/2)
27
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
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28. Performance Review Form (2/2)
28
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
Achieved Goals Set in Previous Review?
Goals for Next Review Period
Comments and Approval
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29. Performance Assessment
29
0-3
Months
3-6
Months
6-12
Months
Starting Range or Crucial
Middle Range or Significant
Long Range or Useful
Prof Development
Discuss any Required
Training, Coursework,
Workshops, Etc.
Prof Growth
List Employee
Enrichment as a Result
of Achieving Set Goals
Action Plan
Detail The Steps
Required to Achieve
The Desired Goal
Logistics
Lis All Budget,
Equipment, and Staffing
Requirements
Timeline
Provide Predicted Start
Date and Projected
Date of Completion
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30. Performance Ratings (1/2)
30
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
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31. Performance Ratings (2/2)
31
Comments:
Lacks Imagination Meets Necessary Requirements Unusually Resourceful
1 2 3 4 5
Wastes Time and Needs Close
Supervision
Steady and Willing Worker Exceptionally Industrious
1 2 3 4 5
Needs Improvement Has Required Knowledge of Own
Consistently Maintains Highest
Quality
1 2 3 4 5
Should Be Increased
Regularly Meets Recognised
Standards
Unusually High Output
1 2 3 4 5
Knowledge of Work
Initiative
Application
Quality of Work
Volume of Work
Understanding of All Phases of His
/Her Work, the Technology Field and
Related Products
Ability to Originate or Develop Ideas
and to Get Things Started in Regard
To Sales
Attention and Application to His/ Her
Work
Thoroughness, Profitability and
Accuracy of Work
Quantity of Acceptable Work Including
Sales Figures
Lacks Imagination Meets Necessary Requirements Unusually Resourceful
1 2 3 4 5
Comments:
Comments:
Comments:
Comments:
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32. Performance Improvement Plan (1/3)
32
Goals & Objectives During This Evaluation Period
You Text Here
You Text Here
You Text Here
Achievements, Accomplishments and Responsibilities (Completed by Employee)
You Text Here
You Text Here
You Text Here
Evaluation Completed By Supervisor (Completed by Supervisor)
You Text Here
You Text Here
You Text Here
Strengths and Areas for Development
You Text Here
You Text Here
You Text Here
Suggested Career Progression Plan
You Text Here
You Text Here
You Text Here
Goals & Objectives for Next Evaluation Period
You Text Here
You Text Here
You Text Here
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33. Performance Improvement Plan (2/3)
33
Overall Outcome If Plan Objectives are Achieved Or Not Achieved:
You Text Here
You Text Here
Improvement Objectives
What, Specifically Must The
Individual do to Improve Their
Performance to Meet Expected
Standards?
Enter Improvement Objective 1
Enter Improvement Objective 2
You Text Here
You Text Here
Success Criteria
How Will you Know When The
Expected Standards of
Performance Have Been Met?
Detail Success Criteria for
Improvement Objective 1
Detail Success Criteria for
Improvement Objective 2
You Text Here
You Text Here
Additional Support Required
What Additional Development or
Support does The Individual
Require in Order That They are
Able to Achieve the Expected
Standards?
Detail The Additional Support
Required to Succeed In
Achieving Improvement
Objective 1
Detail The Additional Support
Required to Succeed in
Achieving Improvement
Objective 2
You Text Here
You Text Here
Review Schedule
When Will Progress Against
Improvement Objective be
Reviewed? How Will Evidence
of Progress Be Collected? Who
Will Review Progress?
Detail When Progress Against
Improvement Objective 1 Will
be Reviewed, How and by
Whom
Detail When Progress Against
Improvement Objective 2 Will
be Reviewed, How and by
Whom
You Text Here
You Text Here
Objective Outcome
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?
Detail the Specific Consequences
If the Individual Does Not Achieve
Improvement Objective 1
Detail the Specific Consequences
If the Individual does Not Achieve
Improvement Objective 2
You Text Here
You Text Here
Manager:___________________ Date:___________________
Description of The Underperformance You Text Here
Aim of the Performance Improvement Plan You Text Here
Plan Start Date You Text Here
Plan end Date You Text Here
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34. Performance Improvement Plan (3/3)
34
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 You Text Here You 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
3
Duties & Improvement
Required
Expected Outcome/
Measurement
Support &
Dependencies
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35. Supervisor’s Comments (1/2)
35
Current Responsibilities
Attach Job Description, Noting any Significant Changes
Performance Assessment
Evaluate Performance and Achieved Goals
Discuss areas of Excellence Within Performance
Discuss Areas of Improvement
Develop Future Goals with Set Expectations
Comments & Approval
Provide Any Additional Feedback
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36. Supervisor’s Comments (2/2)
36
Ability to Accomplish Responsibilities
• You Text Here
• You Text Here
• You Text Here
Achievement of Goals
• You Text Here
• You Text Here
• You Text Here
Examples of Exceptional Performance
• You Text Here
• You Text Here
• You Text Here
Suggested Areas of Improvement
• You Text Here
• You Text Here
• You Text Here
Demonstration of Core Values
• You Text Here
• You Text Here
• You Text Here
Additional Comments
• You Text Here
• You Text Here
• You Text Here
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37. Employee Development Program (1/3)
37
Week 1 Activities
Activity Description Active/Hold Point of Contact Status Comments
Active In Progress
Hold Completed
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 Start Date:___________________ Date of last Plan Revision:___________________ Todays Date:___________________
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38. Employee Development Program (2/3)
38
Provide a Specific Description of
the Desired Changes (E.G. Skills)
Course, Workshop, Conference,
Self Development(research
Reading Etc.) Coaching, Mentoring,
Job, Shadowing, Project Work
E.G. end of April, to be Completed
In the Next 6 Months, Over Next 1-2
Years
E.G. Staff Members, Manager etc.
E.G. Resource Requirements,
Additional Notes
Learning & Development Type of Development Timescales Who Is Responsible? Further Comments
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39. Employee Development Program (3/3)
39
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 with in Present Or
Future Position (2 Years)
Long Range
Helpful for Achieving Future Career Goals (3+
Years)
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40. Performance Management KPIs & Dashboard
40
01
KPI Metrics
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02
KPI Dashboards
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41. Performance Management KPI Metrics (1/4)
41
542
Performance Reviews
Initiated
368
Manager Rated
Performance Reviews
218
Calibrated
Performance Reviews
368
Performance Reviews
Completed
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42. Performance Management KPI Metrics (2/4)
42
Positive Feedbacks
14
Negative Feedbacks
6
Annual Appraisal Pending
12
Pending Feedbacks
8
Meetings Attended by Employee
73%
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43. Performance Management KPI Metrics (3/4)
43
Template Assigned
20%
Self Review
75%
Manager Review
60%
HR Review
56%
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44. Performance Management KPI Metrics (4/4)
44
Ready
for Review
John Smith
Needs a
Review
Kelly Carter
14Days Until your Annual
Appraisal
Add Your Text Here
Add Your Text Here
Add Your Text Here
Add Your Text Here
3
Objectives
Add Your Text Here
Add Your Text Here
Add Your Text Here
Add Your Text Here
2Requests
for Feedback
Add Your Text Here
Add Your Text Here
Add Your Text Here
Add Your Text Here
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45. Performance Management Dashboard (1/3)
45
101
90
125
130
Performance Review Status Summary 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
Sign off Review
Edit Review
Complete
Rate Review
# Performance
Reviews
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46. Performance Management Dashboard (2/3)
46
44
Time in
current post
Employment
Profile
Length of Employment
Retirement Date
Time in Current Post
Time in Current Group
12
2027
44
12
Training
Profile
Approved Applications
Total Rejected
Total Attended
Total Not Attended
15
0
15
4
3
Time in
current post
CPD &
Qualifications
Total CPD Hours
Enrolled Hours
Qualifications
Number of Skills
3
1667
13
0
Appraisal
Profile
Targets Agreed
Targets as Needs
Targets Completed
Total Cost (all Elements)
0
0
3.5
0
3.5
Time in
current post
4
Time in
current post
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47. Performance Management Dashboard (3/3)
47
Meetings Attended
by Team (QTD)
Attended
65%
Engineering
Performance (QTD)
on Target
80%
Product Team
Year-over-year
-7%
(QTD)
Yearly Trend
(Last 3 years)
All Teams
Quarter-over-quarter
+16%
(QTD)
Monthly Trend
(Last 3 months)
UX Design team
Quarter-to-quarter
+18%
(QTD)
Monthly Trend
(Last 3 months)
Engineering Team
Quarter-to-quarter
-5%
(QTD)
Monthly Trend
(Last 3 months
0
20
40
60
80
M1 M2 M3 M1 M2 M3
Product Team
Quarterly Performance – Last 2 Quarters (QTD)
43
31 29
68
78
47
63
54
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
0
10
20
30
40
50
60
70
80
90
Q1 Q2 Q3 Q4 Q1 Q2 Q3 Q4
Product 1 Product 2
2017 2018
Quarterly Team Performance – last 2 years (Percentage of Goal)
Top & Bottom 3 Teams – Percentage of
Goals (YTD)
90%
70%
65%
55%
60%
40%
Front end
UX Design
QA
Product
Bid Data
Analytics
Feedback Comparison by Team Member
- My Teams (YTD)
90%
75%
68%
33%
40%
52%
60%
75%
Berlin Grey
Jackie Fernandes
Kelly Brown
Jack Smith
Tom Cruise
Kristen Wilson
Mohammed
Kaira
Chris Stolk
Debbie
85%
80%
Top5PositiveBottom5Negative
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48. Performance Management Icon Slides
48

49. Coffee
Break
15 Minutes Break
49

50. Clustered Bar
50
40
50
40
45
30
40
35
30
25
30
22
25
0 5 10 15 20 25 30 35 40 45 50
2014
2015
2016
2017
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Product 01
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Product 02
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Product 03

51. Pie Chart
51
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and changes automatically based
on data. Just left click on it and
select “Edit Data”.
Product 04
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and changes automatically based
on data. Just left click on it and
select “Edit Data”.
Product 06
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on data. Just left click on it and
select “Edit Data”.
Product 05
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on data. Just left click on it and
select “Edit Data”.
Product 01
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Product 03
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Product 02
13%
25%
26%
10%
6%
20%

52. 52
Additional
Slides

53. 53
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Our
Mission

54. 54
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About
us

55. Comparison
55
vs
Sales By Male Sales By Female
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Male
30%
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Female
10%

56. 56
Minimum
60%
Medium
75%
Maximum
85%
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Financial

57. 57
Quotes
If you have Good
thoughts they will shine
out of your face like
Sunbeams and you will
always look lovely.
Roald Dahl.

58. Dashboard
58
60%
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85%
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30%
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59. Location
59
40%
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audience's attention.
80%
Russia
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audience's attention.
Africa
25%
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audience's attention.
50%
Canada
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60. Address:
# street number, city, state
Email Address:
Emailaddress123@gmail.com
Contact Numbers:
0123456789
60
Thank
You