2018 L&D Catalogue_Final_12.1 (3)

Our New Approach to Performance Management
‘What’ and ‘How’ are equally important
Ensure each individual objective is clear
on WHAT we want to achieve and HOW
we will achieve it. The WHAT is defined
based on SMART objectives (S=specific,
M=measurable, A=achievable, R=realistic,
T=timed). The HOW is defined through
our Values (H&S and CRISP).
Mandatory Objectives
Health & Safety and Commercial
Transformation are mandatory with a
specific weighting for certain levels.
Achieving these objectives will help us
continue to improve in H&S and also
promote the transformation needed to
ensure we become a customer centric
organization.
Mid-Year Review
A key milestone where we will be able to
assess the impact of the new approach
and adjust, making sure we are on track
globally to deliver objectives aligned with
business needs.
IDP (Individual Development Plan)
Ensure a robust development plan
supports individuals to succeed in their
current and future roles while developing
the right behaviors to live our values.
Annual Review
Assess performance, discuss key
learnings and look forward, raising the
bar, setting objectives and supporting
continuous improvement and individual
development.
PEOPLE DEVELOPMENT
Individual check-ins
Regular informal conversations to help
individuals improve their performance,
develop their skills and ultimately
contribute to our business performance.
Team Touch Points
Bringing teams together to pause, connect
and reflect, focusing on business challenges
and team effectiveness to help them
collectively grow and contribute to the
creation of a positive environment and
improve performance.
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