Your search for a simple yet extensively designed Performance Appraisal PowerPoint Presentation Slides ends here. We bring to you this deck of thirty three slides based on performance appraisal which include the various facets of work force review namely, employee assessment criteria, employee review chart, employee assessment scorecard, employee skill assessment template and cross training employee assessment chart to name a few. These slides can be implemented in weekly, monthly or annual review of employee performance. The performance evaluation slides aid business planning and fixing goals as they ascertain desired promotions and pays. These employee job analysis PPT slides are helpful in maintaining a healthy work environment because they play an important role in creating a positive relation between the employees and the management. These templates certainly motivate the employees and aid in determining the required training sessions. This ready-to-use employee performance PowerPoint deck can be downloaded at a click! Be able to face future demands with our Performance Appraisal Powerpoint Presentation Slides. Develop greater and better ability.

1. Performance
Appraisal
Your Company Name

2. Content
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Performance Feedback
Performance Review & Development
Introduction`
Performance Planning
Performance Coaching

3. Introduction
02
Performance Management Program
03
Core Performance Criteria & Categories
01
Project Background
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4. Background
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Project Brief or Summary
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attention.
Expected Outcomes
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attention.
Status
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Project Fund
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attention.
Duration
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Objectives
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5. Your Text Here
Our Team Name
Here
Marketing Director
Name
Here
Name
Here
Marketing Communications Mgr. Business Development Mgr.
Name
Here
Name
Here
Name
Here
Name
Here
Marketing Communications Mgr. Marketing Communications Mgr. Responsibility 1 Responsibility 2
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)
• Program & Policy Decision Making
• Employee Performance Planning
• Fiscal Year Accounting & Budget Request
• SWOT Analysis
• Resource Allocation
• Skill Development
Feedback Loop
• Policies & Procedures
• Changes in Behaviors
• Process Improvement
Feedback Loop
Planning
• Strategic Planning
• Needs Assessment
• Action Planning
• Your Text Here
Planning for Results
• Implement Action Plan
• Deliver Service
• Collect Data
• Your Text Here
Delivering Results
Action
• Record & Validate Data
• Analyze Data Results
• Communicate Results
• Your Text Here
Results
Reporting Results
Feedback Loop
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7. Performance Management Program (2/2)
Discuss Goal Plan
for the Cycle
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Commit To/
Affirm Plan
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Check-in Conversations. How are
things going?
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Discusses in
Review Meeting
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Discusses in
Review Meeting
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Affirmation
of Feedback
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Begin
New Program
Supervisor
Creates Plan
Employee
Acknowledges
Plan
Progress Notes
Self Evaluation
Employee
Acknowledges
evaluation
Supervisor
Evaluation
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8. Core Performance Criteria (1/3)
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?
Your Text Here
Your Text Here
Your Text Here
Your Text Here
Your Text Here
Criteria:
5 being the highest and 1 is the lowest
80%
65%
58%
22%
30%
42%
50%
65%
75%
70%
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9. Core Performance Criteria (2/3)
Ratings
Job Knowledge
• Comments 1
Work Quality
• Comments 2
Attendance/Punctuality
• Comments 4
Initiative
• Comments 3
Communication/Listening Skills
• Comments
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)
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
01
Guidelines for Performance Planning
03
Goals Setting Process
02
Types of Goals/ Priorities
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12. Performance Guidelines
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 Your Text 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 Your Text 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 t clearly and concisely explain your thoughts
• Ability to implement changes discussed during review meetings
• Add Your Guidelines Here
• Add Your Guidelines Here
Not Tested Your Text 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 Your Text 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 Your Text Here
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13. Types of Goals/Priorities (1/2)
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
Your Text Here
Your Text Here
Your Text Here
Your Text Here
Your Text Here
Your Text Here
Your Text Here
Your Text 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.
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14. Types of Goals/Priorities (2/2)
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 Your Text Here 1st Jan
2) Meet with staff to determine best practices 5th Feb
Your Text Here 17th Feb
Your Text Here 23rd Mar
Your Text Here 15th Apr
Your Text Here Katie Brown Manager Your Text Here 30th Apr
Your Text Here 2nd May
Your Text Here 5th May
Your Text Here 14th Jun
Your Text Here
Your Text Here 27th Jun
Your Text Here 6th Jul
Your Text Here John Smith Manager Your Text Here 18th Jul
Your Text Here 2nd Aug
Your Text Here 13th Aug
Your Text Here 28th Aug
Your Text Here
Your Text Here 2nd Sep
Your Text Here Katie Brown Manager Your Text Here 6th Sep
Your Text Here 18th Sep
Your Text Here 6th Oct
Your Text Here 27th Nov
Your Text Here Zaira Khan Manager 23rd Dec
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15. Goals Setting Process
Specify tasks and
results
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Determine the
measures
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Outline
time frames
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Prioritize
goals
Rate goal
performance
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Set targets or
Standards
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Coordinate efforts for
goal achievement
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16. Goals Setting Template
Specific
1
Measurable
2
Attainable
3
Relevant
4
Time-bound
5
• Encourage two-way
communication with
employees
• Decrease conflicts
• Your Text Here
Who? What? When?
Where? Why?
• Less attention in my
department
• Staff come to me when
they have problem
• Your Text Here
How will I know when
it is accomplished?
• Prioritize weekly
employee one on one
• Take training course
• Your Text Here
Can objectives
pertaining to the goal
be carried out? How?
• Better relationship
help our department
reach our overall
department goal
• Your Text Here
How does this goal
help you to meet your
overall objective?
• All training and team
build activities will be
completed within the
next 6 months.
• Your Text Here
Completed/milestones
achieved by end of
performance period
GOAL Building Better Relationship with the Team
Smart Goal • Through increasing communication and team building
• Your Text Here
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17. Performance Coaching
01
Guidelines for Performance Planning
03
Goals Setting Process
02
Types of Goals/ Priorities
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18. Employees Responsibilities
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
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19. Supervisor’s Responsibilities
01
Dan Marino
Sets Goals And Objectives
Your Text Here
Your Text Here
Your Text Here
02
Nick Chen
Schedules deadlines
Accepts , amends and rejects deliverables
Your Text Here
Your Text Here
03
Katie Homy
Allocates funds and people; approves leave
Approves and schedules training
Appraises performance and assigns ratings; approves awards; counsels employees, takes corrective actions
Your Text Here
Supervisor’s
Responsibilities
Supervisor’s
Name
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20. Do’s & Don’ts
The Do’s
Focus on performance and development
Be specific about reasons for ratings
Decide on specific steps to be taken for improvement
Focus on future performance
Your Text Here
Your Text Here
The Don'ts
Lecture the employee
Concentrate only on the negative
Your Text Here
Your Text Here
Compare the employee with others
Mix performance appraisal and salary or promotion issues
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21. Performance Feedback
01
Multiple Sources of Feedback
02
Feedback
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22. Multiple Sources of Feedback
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Employee
Feedback
Peers
Subordinates
Suppliers
Customers
Line Managers
Direct Reports
Team Members
01
02
03
04
05
06
07
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23. Feedback - One to One Form (1/2)
During the One-on-One
Pre One-on-One Notes
• Your Text Here
• Your Text Here
• Your Text Here
• Your Text Here
What project is the employee working on?
• Your Text Here
• Your Text Here
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:
• Your Text Here
• Your Text Here
• Your Text Here
• Your Text Here
• Your Text Here
What challenges has the employee encountered this week/month?
• Your Text Here
• Your Text Here
What challenges has the employee encountered this week/month?
• Your Text Here
• Your Text Here
What project is the employee working on?
• Your Text Here
• Your Text Here
What challenges has the employee encountered this week/month?
• Your Text Here
• Your Text Here
What challenges has the employee encountered this week/month?
• Your Text Here
• Your Text Here
What challenges has the employee encountered this week/month?
• Your Text Here
• Your Text Here
What challenges has the employee encountered this week/month?
• Your Text Here
• Your Text Here
What challenges has the employee encountered this week/month?
• Your Text Here
• Your Text Here
Post meeting notes and comments for next One-on-One
What challenges has the employee encountered this week/month?
• Your Text Here
• Your Text Here
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24. Feedback - One to One Form (2/2)
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?
Where are you on budget?
Are you on track to meet the deadline?
Tell me about what you’ve been working on
Tell me about your week – what’s it been like?
How are you going to approach this?
What do you think you should do?
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25. Feedback - Self Evaluation Form
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
01
02
03
04
05
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26. Performance Review & Development
Comments of the Supervisor
Employee
Development Program
Performance Review Form
Performance Ratings
Performance Improvement Plan
01
02
03
04
05
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27. Performance Review Form (1/2)
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)
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
Goals
Achieved Goals set in previous review?
Goals for next review period
Comments and Approval
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29. Performance Assessment
Prof
Development
Prof
Growth
Action
Plan
Logistics Timeline
Discuss any required
training, coursework,
workshops, etc.
List employee
enrichment as a result
of achieving set goals
Detail the steps
required to achieve the
desired goal
Lis all budget,
equipment, and
staffing requirements
Provide predicted start
date and projected date
of completion
0-3
Months
3-6
Months
6-12
Months
Starting Range or Crucial
Middle Range or Significant
Long Range or Useful
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30. Performance Ratings (1/2)
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)
Needs instruction or
guidance
Has required knowledge
of own
Exceptional knowledge of
own related
1 2 3 4 5
Comments:
Lacks imagination
Meets necessary
requirements
Unusually resourceful
1 2 3 4 5
Comments:
Wastes time and needs
close supervision
Steady and willing worker Exceptionally industrious
1 2 3 4 5
Comments:
Needs improvement
Has required knowledge of
own
Consistently maintains
highest quality
1 2 3 4 5
Comments:
Should be increased
Regularly meets
recognised standards
Unusually high output
1 2 3 4 5
Comments:
Knowledge
of Work
Understanding of all phases of
his/her work, the technology field
and related products
Initiative
Application
Quality of
Work
Volume of
Work
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
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32. Performance Improvement Plan (1/3)
Goals & Objectives during this evaluation period
Your Text Here
Your Text Here
Achievements, Accomplishments and Responsibilities (completed by employee)
Your Text Here
Your Text Here
Evaluation completed by Supervisor (completed by supervisor)
Your Text Here
Your Text Here
Strengths and Areas for development
Your Text Here
Your Text Here
Suggested Career Progression Plan
Your Text Here
Your Text Here
Goals & Objectives for next evaluation period
Your Text Here
Your Text Here
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33. Performance Improvement Plan (2/3)
Description of the underperformance This slide is 100% editable. Adapt it to your needs and capture your audience's attention
Aim of the performance improvement plan Your Text Here
Plan start date Your Text Here
Plan end date Your Text Here
Manager: ___________________ Date: ___________________ Overall Outcome if plan objectives are achieved or not achieved:
Improvement Objectives
What, specifically must the individual
do to improve their performance to
meet expected standards?
Success Criteria
How will you know when the
expected standards of performance
have been met?
Additional Support Required
What additional development or
support does the individual require
in order that they are able to achieve
the expected standards?
Review Schedule
When will progress against
improvement objective be reviewed?
How will evidence of progress be
collected? Who will review
progress?
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?
Enter improvement objective 1 Detail success criteria for
improvement objective 1
Detail the additional support
required to succeed in achieving
improvement objective 1
Detail when progress against
improvement objective 1 will be
reviewed, how and by whom
Detail the specific consequences if the
individual does not achieve
improvement objective 1
Enter improvement objective 2 Detail success criteria for
improvement objective 2
Detail the additional support
required to succeed in achieving
improvement objective 2
Detail when progress against
improvement objective 2 will be
reviewed, how and by whom
Detail the specific consequences if the
individual does not achieve
improvement objective 2
Your Text Here
Your Text Here
Your Text Here
Your Text Here
Your Text Here
Your Text Here
Your Text Here
Your Text Here
Your Text Here
Your Text Here
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34. Performance Improvement Plan (3/3)
Duties & Improvement Required
Expected Outcome/
Measurement
Support & Dependencies
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 Your Text Here Your 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
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35. Supervisor’s Comments (1/2)
Current Responsibilities
Attach job description, noting any significant changes
Your Text Here
Performance Assessment
Evaluate performance and achieved goals
Your Text Here
Discuss areas of excellence within performance
Your Text Here
Discuss areas of improvement
Your Text Here
Develop future goals with set expectations
Your Text Here
Comments & Approval
Provide any additional feedback
Your Text Here
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36. Supervisor’s Comments (2/2)
Ability To Accomplish Responsibilities
• Your Text Here
• Your Text Here
• Your Text Here
Achievement of Goals
• Your Text Here
• Your Text Here
• Your Text Here
Examples of Exceptional Performance
• Your Text Here
• Your Text Here
• Your Text Here
Suggested Areas of Improvement
• Your Text Here
• Your Text Here
• Your Text Here
Demonstration of Core Values
• Your Text Here
• Your Text Here
• Your Text Here
Additional Comments
• Your Text Here
• Your Text Here
• Your Text Here
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37. Employee Development Program (1/3)
Employee Start
Date:___________________
Date of last Plan
Revision:___________________
Todays
Date:___________________
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
Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here
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38. Employee Development Program (2/3
Learning & Development
Provide a specific description of the
desired changes (e.g. skills)
Your Text Here Your Text Here
Type of Development
Course, workshop, conference, self
development(research reading etc.)
coaching, mentoring, job, shadowing,
project work
Your Text Here Your Text Here
Timescales
E.g. end of April, to be completed in the
next 6 months, over next 1-2 years
Your Text Here Your Text Here
Who is Responsible? E.g. staff members, manager etc. Your Text Here Your Text Here
Further Comments
E.g. resource requirements, additional
notes
Your Text Here Your Text Here
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39. Employee Development Program (3/3)
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 within 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
01
Dan Marino
Sets Goals And Objectives
Your Text Here
Your Text Here
Your Text Here
02
Dan Marino
Sets Goals And Objectives
Your Text Here
Your Text Here
Your Text Here
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41. Performance Management KPI Metrics (1/4)
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)
Meetings Attended
by Employee
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Pending
Feedbacks
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Annual Appraisal
Pending
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Negative
Feedbacks
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Positive
Feedbacks
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14 06 12 08 73
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43. Performance Management KPI Metrics (3/4)
Self Review
85%
Manager Review
70%
HR Review
66%
Template Assigned
30%
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44. Performance Management KPI Metrics (4/4)
Ready
for Review
John Smith
Needs a
Review
Kelly Carter
14
Days until your
Annual Appraisal
• Your Text Here
• Your Text Here
• Your Text Here
• Your Text Here
3
Objectives
• Your Text Here
• Your Text Here
• Your Text Here
• Your Text Here
2
Requests
for Feedback
• Your Text Here
• Your Text Here
• Your Text Here
• Your Text Here
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45. Performance Management Dashboard (1/3)
0
20
40
60
80
100
120
140
160
180
200
Set Goals & KPIs Ongoing
Performance
Discussion
Performance
Rating
HR &
Management
Rating Review
Category 5
Performance Review
Status Summery
Complete Sign of Review
Edit Review Rate Review
Edit Review Rate Review
CompleteSign of Review
#
Performance
Reviews
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46. Performance Management Dashboard (2/3)
Length of Employment
Retirement Date
Time in Current Post
Time in Current Group
12
2027
44
12
44
Time in
current post
Employment
Profile
Approved Applications
Total Rejected
Total Attended
Total Not Attended
15
0
15
4
Training
Profile
Total CPD Hours
Enrolled Hours
Qualifications
Number of Skills
3
1667
13
0
3
Time in
current post
CPD &
Qualifications
Targets Agreed
Targets as Needs
Targets Completed
Total Cost (All Elements)
0
0
3.5
0
Appraisal
Profile
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4
Time in
current post
3.5
Time in
current post

47. Performance Management Dashboard (3/3)
2017 2018
Quarterly Team Performance – last 2 years (percentage of goal)
33
41 39
80
88
57
73
64
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
0
10
20
30
40
50
60
70
80
90
100
Q1 Q2 Q3 Q4 Q1 Q2 Q3 Q4
Product 01 Product 02
0
20
40
60
80
M1 M2 M3 M1 M2 M3
Product Team
Quarterly Performance – Last 2 Quarters (QTD)
Top & Bottom 3 teams – percentage of goals (YTD)
80%
60%
55%
50%
55%
35%
Front end
UX Design
QA
Product
Bid Data
Analytics
Meetings Attended
by Team (QTD)
Attended
75%
Engineering
Performance (QTD)
On Target
85%
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
Feedback comparison by team member
- my teams (YTD)
80%
65%
58%
22%
30%
42%
50%
65%
Berlin Grey
Jackie Fernandes
Kelly Brown
Jack Smith
Tom Cruise
Kristen Wilson
Mohammed
Kaira
Chris Stalk
Debbie
75%
70%
Top5PositiveBottom5Negative
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48. Performance Appraisal Icon Slide
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49. Let’s Have a Break,
We'll Come Back After
15 Minutes
Coffee Break
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50. Additional Slides
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51. 30
25
30
20
20
25
35
40
30
Social Media
Facebook Twitter Instagram
Stacked bar
Your Text Here
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52. 50%
30%
20%
Clustered Bar
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Social Media
Facebook Twitter Instagram
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53. This slide is 100% editable. Adapt it to your needs and
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Your Text Here
Your Text Here
Your Text Here
Our Team
Your Text Here
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54. Our Mission
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Vision
Mission
Goal
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55. Target Audience
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Preferred by Many
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Values Client
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Premium Services
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AboutUs
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56. Comparison
Your Text Here
66%
70%
VS
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57. Financial
Minimum
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15%
Maximum
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50%
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58. Quotes
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As We Look In To The
Future Leaders Will Be
Those That Empower
Others
- Bill Gates
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59. Location
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Russia
85%
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attention.
Canada
50%
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attention.
Brazil
35%
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60. ThankYou # street number, city, state
Address:
0123456789
Contact Number:
emailaddress123@gmail.Com
Email Address:
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