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Big 5 – Performance Management System<br />David F. Haworth, MBA, SPHR<br />

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Big 5 Performance Management System<br />Rating and Ranking<br />Performance Assessment<br />Appropriate Salary Range<br />Differentiated Rewards<br />Awareness ImprovementMemo<br />

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Rating & Ranking<br />Based On Competencies and Core Values <br />Collaborated each Quarter by All Managers/Department Heads<br />Quarterly Report issue to Division Executive<br />Submission of Rating Tracked for Timeliness and Accuracy<br />

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Performance Assessment<br />Employee Owned and Driven<br />Manager Summarized, Discussed, and Documented<br />Initiated in Employee Anniversary Month, Mid-cycle (6 month point), and End of Cycle Reviews<br />

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Salary Ranges<br />Specific Salary Ranges Based on Market Research and Corporate Strategic Goals<br />Internal and External Equity Based Broad-banding<br />Job Families for Each Position<br />

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Differentiated Rewards<br />Rewards specifically Matched to Performance<br />Reward May be Based on Position in the Salary Range<br />Management Performance Assessment and Reward Includes Timeliness and Accuracy of Assessments of Direct Reports <br />

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Awareness Improvement Memo (AIM)<br />Philosophy of AIM is to Help Employee to Enjoy a Successful career Through Improved Work Performance <br />5 Necessary Aspects of All AIM: <br />Introduction of Performance Issue<br />Expectation of Role<br />Dates & Summary of Employee’s Current Behavior<br />Action Steps Toward Improved Performance <br />Potential Consequences<br />

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Awareness Improvement Memo (AIM) cont’d<br />Memo Must be Signed Immediately Signed by the Employee<br />Manager May Sign Stated the Employee Has Refused to Sign<br />Employee May Create and Attach a Written Rebuttal to the AIM<br />General and Reasonable Awareness, Time & Effort for Improvement as Appropriate<br />

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The AIM is AlwaysEmployee Improvement! <br />