Performance Grid

4. Year End Review

In order to build a high performance culture, it is necessary to close each

performance year with a proper discussion between employees and line
managers, discuss the past year’s performance (What & How) and the
Manager provides feedback incorporating inputs from the performance
calibration meeting: Performance Management at Nestlé
 Give a final assessment of objectives and behaviours (What and How)
Building a High Performance
 Recognise efforts of the Employee and/or Line Manager during the session
Culture
 Define development needs based on the What and How
Quick Reference Card
 Agree the final PE Rating for the employee

 Plan next year’s objectives

October 2013 | Global | Corporate T&OD

Human Resources | Corporate T&OD |October 2013

The Performance Management process is an annual cycle which aligns the
business priorities in a given performance year with an employees individual 2. Interim Review
contribution. The key to a successful Interim Review is the quality of the discussion that
For Nestlé, it is very important to measure the contribution of each individual takes place between Manager and Employee:
based on WHAT they have achieved and HOW they have achieved results.  Evaluate progress to date against objectives (WHAT) and behaviours
(HOW)
1. Objective Setting  Identify issues which may prevent the achievement of objectives
High impact objectives set and agreed at the beginning of the year enable  Agree on specific actions to address issues and to keep progress on track
the manager to coach effectively against these objectives, as well as make it  Re-write objectives and/or introduce new objectives if necessary
easier for the employee to have a clear understanding of the deliverables,
expectations and standards against which they will be evaluated. 3. Performance Calibration
The calibration meeting is an essential element of the Performance
Individual Objectives – SMART X 2 Management cycle and precedes the individual performance review session.
The main purposes are:
Specific Stretching Reach objectives beyond obvious boundaries
 Review, measure and differentiate performance (What and How)
Measurable Mixed Across Quantitative and Qualitative objectives  Build transparency and trust in the organization
 Learn from each other and build consistency
Achievable Aligned With business & Manager & peer’s objectives
Prepare overall ratings of the team for the calibration meeting:
Relevant Reviewed Regularly between Employee and Manager  Define What and How rating for each member of your team
 Ask for feedback on What and How from key stakeholders of each of the
Time bound Two way Mutually agreed
members of your team
 Actively participate in the Performance Calibration meeting
Discussing “HOW” Expectations
PE Rating
Define behaviour expectations with your team at the At the end of each year, employee performance will be evaluated on the basis
objective setting stage! This will reinforce transparency in of WHAT the employee has achieved and HOW he/she has demonstrated the
the Performance Management process. behaviours. Both are equally important, and will be considered as such in the
 Define the NLF position level final performance rating.
 Discuss the expectations against the behaviours; what
should they look like in relation to the job context and
the objectives

Objective Calibration
…is a team meeting to align individual objectives
to team and business objectives.
As a group you should:
 Analyse SMART x2
 Review Weightings and 80/100/130 targets
 Discuss how others can influence and support each objective
 QRC - Performance Evaluation Form
1 Getting Started 1
PE forms requiring actions or input are available in the Inbox in
the Forms tab which organises all current and completed forms
6
in a series of folders. Tasks are added to the To Do List on the 5
Home page for each step of the process.
2 Form Sections
Form sections display the information required to complete the
PE form. Click on a section to move directly to that section of the 2
form. Sections are added as the form moves through the review
process. Instructions are provided at the top of each section.
3 Comments
Use the Comments field listed for each item on the form to
provide comments evaluating progress, demonstration of
performance, and/or examples to support the ratings provided.
Spell Check is available.
4 Achievement level in % and PE Rating WHAT
During the year-end review, use the drop-down menu listed for
each individual objective to rate the Employee’s performance for
PE Rating WHAT. Enter the Achievement level in % as this is be
used for compensation calculations.
5 Form Status/Route Map
4
Line Managers are responsible for moving the form through the 4
evaluation process. Employees can access the form to add
comments during the review stages. The current step is 3
highlighted in green in the routemap of the form, with routing
actions listed below the routemap. Routing options change
during the process. Please take note that the Modifier
functionality only works in the "Set objectives" and "Interim 6 Form Toolbar
Review" steps of the form. The modifier functionality does not
work for the "Year End Review" step as providing the PE rating
and moving the form to the signature step is the responsibility of
the actual line manager.

Nestlé TPMS Quick Reference Guide