HomeRoots Pitch Deck | Investor Insights | April 2024
Future Success Series Big 5 Perf Mngt System
1. Big 5 – Performance Management System David F. Haworth, MBA, SPHR
2. Big 5 Performance Management System Rating and Ranking Performance Assessment Appropriate Salary Range Differentiated Rewards Awareness ImprovementMemo
3. Rating & Ranking Based On Competencies and Core Values Collaborated each Quarter by All Managers/Department Heads Quarterly Report issue to Division Executive Submission of Rating Tracked for Timeliness and Accuracy
4. Performance Assessment Employee Owned and Driven Manager Summarized, Discussed, and Documented Initiated in Employee Anniversary Month, Mid-cycle (6 month point), and End of Cycle Reviews
5. Salary Ranges Specific Salary Ranges Based on Market Research and Corporate Strategic Goals Internal and External Equity Based Broad-banding Job Families for Each Position
6. Differentiated Rewards Rewards specifically Matched to Performance Reward May be Based on Position in the Salary Range Management Performance Assessment and Reward Includes Timeliness and Accuracy of Assessments of Direct Reports
7. Awareness Improvement Memo (AIM) Philosophy of AIM is to Help Employee to Enjoy a Successful career Through Improved Work Performance 5 Necessary Aspects of All AIM: Introduction of Performance Issue Expectation of Role Dates & Summary of Employee’s Current Behavior Action Steps Toward Improved Performance Potential Consequences
8. Awareness Improvement Memo (AIM) cont’d Memo Must be Signed Immediately Signed by the Employee Manager May Sign Stated the Employee Has Refused to Sign Employee May Create and Attach a Written Rebuttal to the AIM General and Reasonable Awareness, Time & Effort for Improvement as Appropriate
