Employee Development Management PowerPoint Presentation Slides

Employee
Development
Management
Your Company Name

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

Introduction
3
Project Background
Performance Management Program
Core Performance Criteria & Categories

Background
4
Project Fund
$ 5M
Duration
01st September, 2017 -
31st August 2018
Objectives Project
Brief or Summary
Expected Outcomes Status

Our Team
5
Name Here
Marketing Director
Name Here
Marketing Communications Mgr.
Name Here
Marketing Communications 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

Performance Management Program (1/2)
6
Feedback
Loop
• SWOT Analysis
• Resource Allocation
• Skill Development
Feedback
Loop
• Policies & Procedures
• Changes in Behaviors
• Process Improvement
Feedback
Loop
• Program & Policy Decision Making
• Employee Performance Planning
• Fiscal Year Accounting & Budget Request
Planning
• Strategic Planning
• Needs Assessment
• Action Planning
• Text Here
Planning for Results
Action
• Implement Action Plan
• Deliver Service
• Collect Data
• Text Here
Delivering Results
Results
• Record & Validate Data
• Analyze Data Results
• Communicate Results
• Text Here
Reporting Results

Performance Management Program (2/2)
7
Discuss Goal Plan for the Cycle
Commit To/Affirm Plan
Check-in Conversations. How are things going?Discusses in Review Meeting
Discusses in Review Meeting
Affirmation of Feedback Begin
New
Program
Supervisor
Creates Plan
Employee
Acknowledges
Plan
Progress
Notes
Self
Evaluation
Employee
Acknowledges
Evaluation
Supervisor
Evaluation

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?
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

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

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

11
Guidelines for Performance Planning
Types of Goals/ Priorities
Goals Setting Process
Performance
Planning

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
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
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 t clearly and concisely explain your thoughts
• Ability to implement changes discussed during review meetings
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 Feedback Here Add Comments Here

Goals Setting Process
13
Specify Tasks
and Results
Set Targets
or Standards
Outline Time
Frames
Determine The
Measures
Prioritize
Goals
Rate Goal
Performance
Coordinate
Efforts for Goal
Achievement
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Adapt it to your needs and
capture your audience's
attention.

Goals Setting Template
14
Goal Building better relationship with the team
Specific Measurable Attainable Relevant Time-bound
• Encourage two-way
communication with
employees
• Decrease conflicts
• Add Your Text Here
Who? What? When?
Where? Why?
• Less attention in my
department
• Staff come to me
when they have
problem
How will I know
when it is
accomplished?
• Prioritize weekly
employee one on
one
• Take training course
Can objectives
pertaining to the goal
be carried out? How?
• Better relationship
help our department
reach our overall
department goal
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.
Completed/milestones
achieved by end of
performance period
Smart Goal • Through increasing communication and team building

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

Performance
Coaching
Supervisors & Employees Responsibilities
Do's & Don'ts's
16

Types of Goals/Priorities (2/2)
17
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

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
Responsible
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to your needs and capture your
audience's attention.
Accountable
Consulted
Informed

19
Supervisor’s Responsibilities Supervisor’s Responsibilities
Dan Marino
• Sets Goals and Objectives
• Your Text Here
• Your Text Here
• Your Text Here
Nick Chen
• Plans, gives and directs work
• Schedules deadlines
• Accepts , amends and rejects
deliverables
• 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
• Your Text Here
Supervisor’s
Responsibilities

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
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
Add do’s Here
Add do’s Here

21
Performance
Feedback
Multiple Sources of Feedback
Feedback

Multiple Sources
of Feedback
Peers
Suppliers
Customers
Line Managers
Team Members
Subordinates
Direct Reports
Employee
Feedback
22

Feedback - One to One Form (1/2)
23
What project is the employee working on?
Your Text Here
What challenges has the employee encountered this week/month?
Your Text Here
Your Text Here
Your Text Here
Your Text Here
Your Text Here
Your Text Here
Post meeting notes and comments for next One-on-One
Your Text Here
Pre One-on-One Notes
Your Text Here
List at least 3 questions to ask the employee to
ensure and effective coaching session:
Topic Checklist
Your Text Here Goals
Your Text Here Development
Your Text Here Concerns
Your Text Here Help Needed
Your Text Here Future Interests
Your Text Here Action Items
During the One-on-One
What project is the employee working on?
Your Text Here
Your Text Here
Your Text Here

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
Feedback - One
to One Form (2/2)

Feedback - Self Evaluation Form
25
What were your most significant work-related accomplishments? (Include projects, assignments, new skills or knowledge gained)
What didn’t you accomplish that you had planned on accomplishing? Why?
How do these accomplishments relate to your key responsibilities and goals for you and your unit/department?
How will you accomplish these goals?
What are your goals for next evaluation project?

26
Performance Review Form
Performance Ratings
Performance Improvement Plan
Comments of the Supervisor
Employee Development Program
Performance Review
&Development

Performance Review Form (1/2)
27
Productivity
Completes tasks (5) = Exceptional
(4) = Exceeds
Requirements
(3) = Meets
Requirements
(2) = Gets By
(1) = Needs
Work
Shows good judgements
Looks for efficiencies
Works smarter, not harder
Meets deadlines
Makes realistic goals
Communication
E-mail etiquette (5) = Exceptional
(4) = Exceeds
Requirements
(3) = Meets
Requirements
(2) = Gets By
(1) = Needs
Work
Telephone etiquette
Processes received information
Communicates effectively through verbal communications
Communicates effectively through written communications such as
reports, documents, etc.
Listens to others
Leadership
Delegates clearly (5) = Exceptional
(4) = Exceeds
Requirements
(3) = Meets
Requirements
(2) = Gets By
(1) = Needs
Work
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
Sets challenging goals (5) = Exceptional
(4) = Exceeds
Requirements
(3) = Meets
Requirements
(2) = Gets By
(1) = Needs
Work
Even-tempered under pressure
Sets high standards for self

Performance Review Form (2/2)
28
Characteristics
Quality Unsatisfactory Satisfactory Good Excellent
Works to full potential Text Here Text Here Text Here Text Here
Quality of work Text Here Text Here Text Here Text Here
Work consistency Text Here Text Here Text Here Text Here
Communication Text Here Text Here Text Here Text Here
Independent work Text Here Text Here Text Here Text Here
Takes initiative Text Here Text Here Text Here Text Here
Group work Text Here Text Here Text Here Text Here
Productivity Text Here Text Here Text Here Text Here
Creativity Text Here Text Here Text Here Text Here
Honesty Text Here Text Here Text Here Text Here
Client retention Text Here Text Here Text Here Text Here
Punctuality Text Here Text Here Text Here Text Here
Attendance Text Here Text Here Text Here Text Here
Technical skills Text Here Text Here Text Here Text Here
Dependability Text Here Text Here Text Here Text Here
Goals Achieved Goals set in previous review? Goals for next review period Comments and Approval

Performance Assessment
29
Post
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
Starting Range or Crucial
0-3 Months Text Here Text Here Text Here Text Here Text Here
Middle Range or Significant
Long Range or Useful

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
Performance Ratings (1/2)
30This slide is 100% editable. Adapt it to your needs and capture your audience's attention.

Performance Ratings (2/2)
31
Knowledge of
Work
Needs instruction or
guidance
Has required knowledge
of own
Exceptional knowledge
of own related
1 2 3 4 5
Understanding of all phases of
his/her work, the technology field
and related products
Comments:
Initiative
Lacks imagination
Meets necessary
requirements
Unusually resourceful
1 2 3 4 5
Ability to originate or develop
ideas and to get things started in
regard to sales
Comments:
Application
Wastes time and needs
close supervision
Steady and willing
worker
Exceptionally industrious
1 2 3 4 5
Attention and application to
his/her work Comments:
Quality of Work
Needs improvement
Has required knowledge
of own
Consistently maintains
highest quality
1 2 3 4 5
Thoroughness, profitability and
accuracy of work Comments:
Volume of Work
Should be increased
Regularly meets
recognised standards
Unusually high output
1 2 3 4 5
Quantity of acceptable work
including sales figures Comments:

Goals & Objectives
during this
evaluation period
Achievements,
Accomplishments
and
Responsibilities
(completed by
employee)
Evaluation
completed by
Supervisor
(completed by
supervisor)
Strengths and
Areas for
development
Suggested Career
Progression Plan
Goals & Objectives
for next evaluation
period
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 Your Text Here Your Text Here
Performance Improvement Plan (1/3)
32This slide is 100% editable. Adapt it to your needs and capture your audience's attention.

33
Description of The
Underperformance
Aim of The Performance
Improvement Plan
Plan Start Date Plan End Date
Your Text Here Your Text Here Your Text Here Your Text Here
Improvement Objectives Success Criteria
Additional Support
Required
Review Schedule Objective Outcome
What, specifically must the individual
do to improve their performance to
meet expected standards?
How will you know when the
expected standards of performance
have been met?
What additional development or
support does the individual require
in order that they are able to achieve
the expected standards?
When will progress against
improvement objective be
reviewed? How will evidence of
progress be collected? Who will
review progress?
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
Detail when progress against
improvement objective 1 will be
reviewed, how and by whom
Detail the specific consequences if
the individual does not achieve
Enter improvement objective 2 Detail success criteria for
Detail the additional support
required to succeed in achieving
Detail when progress against
improvement objective 2 will be
reviewed, how and by whom
Detail the specific consequences if
the individual does not achieve
Manager:___________________ Date:___________________
Overall Outcome if plan objectives are achieved or not
achieved:

34
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
Review
Date:_________
Met
1 Outcome: Outcome: Outcome:
2 Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here
3 Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here

Supervisor’s Comments (1/2)
35
Current Responsibilities Performance Assessment Comments & Approval
Attach job description, noting any significant
changes
Evaluate performance and achieved goals Provide any additional feedback
Your Text Here Discuss areas of excellence within performance Your Text Here
Your Text Here Discuss areas of improvement Your Text Here
Your Text Here Develop future goals with set expectations Your Text Here

Supervisor’s Comments (2/2)
36
Ability to
Accomplish
Responsibilities
Achievement of
Goals
Examples of
Exceptional
Performance
Suggested Areas of
Improvement
Demonstration of
Core Values
Additional
Comments

Employee Development Program (1/3)
37
Week 1 Activities
Activity Description Active/Hold Point of Contact Status Comments
Text Here Active Text Here In Progress Text Here
Text Here Hold Text Here Completed Text Here
30 Day Activities
Text Here Text Here Text Here Text Here Text Here
60 Day Activities
90 Day Activities
Employee Start Date:___________________ Date of last Plan Revision:___________________
Todays
Date:___________________

38
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

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
Your Text Here
Your Text Here Your Text Here
Mid Range
Important for growth within
present or future position (2
years)
Your Text Here Your Text Here Your Text Here
Long Range
Helpful for achieving future
career goals (3+ years)
Your Text Here Your Text Here Your Text Here

40
KPI Metrics
KPI Dashboards
Performance
Management KPIs
& Dashboard

41
542
Performance
Reviews Initiated
368
Manager Rated
Performance Reviews
218
Calibrated
Performance Reviews
368
Performance
Reviews Completed
Performance
Management KPI
Metrics (1/4)

Performance Management KPI Metrics (2/4)
42
Meetings Attended
by Employee
Pending
Feedbacks
Annual Appraisal
Pending
Negative
Feedbacks
Positive
Feedbacks
14 06 12 08 73%

43
Template Assigned
20%
Self Review
75%
Manager Review
60%
HR Review
56%
Performance
Management KPI
Metrics (3/4)

Performance Management KPI Metrics (4/4)
44
John Smith
Ready for Review
Kelly Carter
Needs a Review
• This slide is 100% editable.
attention.
attention.
02
Request for a
Feedback
03
Objectives
attention.
attention.
14
Days until your
Annual Appraisal
attention.
attention.

Performance Management Dashboard (1/3)
45
Performance Review Status Summary
101
90
125
130
Sign Off Review
Edit Review
Complete
Rate Review
This graph/chart is linked to excel, and changes
automatically based on data. Just left click on it
and select “Edit Data”.
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 Sign Off Review Complete
This graph/chart is linked to excel, and changes
automatically based on data. Just left click on it
and select “Edit Data”.

46
Employment
Profile
Length of Employment 13
Retirement Date 2025
Time in Current Post 45
Time in Current Group 12
45
Time in Current Post
CPD &
Qualifications
Total CPD Hours 5
Enrolled Hours 1660
Qualifications 15
Number of Skills 0
5
Training
Profile
Approved Applications 17
Total Rejected 0
Total Attended 17
Total Not Attended 6
6
Appraisal
Profile
Targets Agreed 0
Targets as Needs 0
Targets Completed 3.9
Total Cost (All Elements) 0
3.9
This graph/chart is linked to excel, and changes automatically based on data. Just left click on it and select “Edit Data”.

47
All Teams Quarter-
Over-Quarter
+16%
(QTD)
Monthly Trend
(Last 3 months)
Meetings attended
by Team (QTD)
Attended
75%
Engineering Team
Quarter-to-quarter
-5%
(QTD)
Monthly Trend
(Last 3 months
Product Team
Year-over-year
Yearly Trend
(Last 3 years)
-7%
(QTD)
UX Design Team
Quarter-to-Quarter
+18%
(QTD)
Monthly Trend
(Last 3 months)
Engineering
Performance (QTD)
On Target
85%
Quarterly Team Performance – last 2 years
(percentage of goal)
45
30 27
65
74
44
62
52
0%
10%
20%
30%
40%
50%
60%
70%
80%
0
10
20
30
40
50
60
70
80
Q1 Q2 Q3 Q4 Q1 Q2 Q3 Q4
Product 01 Product 02
Product Team Quarterly performance – last
2 quarters (QTD)
0
20
40
60
80
M1 M2 M3 M1 M2 M3
Top & Bottom 3 Teams – percentage of
goals (YTD)
80%
70%
60%
50%
40%
30%
Front End
UX Design
QA
Product
Bid Data
Analytics
Feedback Comparison by Team Member
- my Teams (YTD)
80%
65%
60%
30%
45%
55%
58%
72%
75%
70%
Berlin Grey
Jackie Fernandes
Kelly Brown
Jack Smith
Tom Cruise
Kristen Wilson
Mohammed
Kaira
Chris Stolk
Debbie
Top5PositiveBottom5Negative
This graph/chart is linked to excel, and changes automatically based on data. Just left click on it and select “Edit Data”.

Employee Development Management Icon Slide
48

• This slide is 100% editable. Adapt it to
your needs and capture your
49
It’s Time For A
Coffee
Break

Clustered Column
50
0
50
100
150
200
250
300
350
400
450
500
550
600
Jan Feb Mar Apr May Jun Jul Aug Sep Oct Nov Dec
• Product 01
This graph/chart is linked to excel, and
changes automatically based on data.
Just left click on it and select “Edit Data”.
• Product 02
• Product 03

Area
51
0
10
20
30
40
50
60
70
80
90
100
DecNovOctSepAugJulJunMayAprMarFebJan
• Product 01
• Product 02
• Product 03

53
Our
Mission
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your needs and capture your audience's
attention.
Goal
attention.
Mission
attention.
Vision

54
About Us
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capture your audience's attention.
Text Here
Text Here
Text Here

Comparison
55
40%
60%
Male
audience's attention
Female
audience's attention

Financial
56
$600
Professional
$400
Advanced
$200
Beginner

57
Work hard in
silence, let your
Success be your
noise
Quotes
Frank Ocean

Dashboard
58
15%
Low
This graph/chart is linked to excel,
and changes automatically based
on data. Just left click on it and
select “Edit Data”.
$0
$50
$100
50%
Medium
$0
$50
$100
95%
High
$0
$50
$100

Location
59
40%
60% 50%
70%
50%
60%
Canada
Russia
Australia
Brazil
Male
Text Here Text Here
Female
Male
Text Here Text Here
Female
Male
Text Here Text Here
Female
Male
Text Here Text Here
Female
60%
80%

60
Thank
You
# street number, city, state
Address:
0123456789
Contact Numbers:
emailaddress123@gmail.com
Email Address:

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