1. Focused on RESULTS - Performance is evaluated based on results - attainment of measurable outcomes, meeting deadlines, contributions to the strategic, tactical and sustaining goals of the organization;

1a. Team Approach to Performance – this is a process of collaboration primarily between leader and employee, but also includes important feedback contributions by others that are associated and aware of the employee’s contributions in the work environment;

1b. Organizational Initiatives and Goals – can be attained more effectively with a Performance Development Process that offers a “Top-down/Bottom-up” approach like the one provided within the LEAP Web-Enabled Software™;

1c. Individual Performance – is enhanced; leading to better contributions to the organization’s VALUE System™.  The organization accomplishes their expected outcomes more effectively through a high-performing and engaged staff.  Which then flows back to compensation and opportunities that reflect the individuals contributions to this high-performing team.

2. Primary Job Accountabilities – Job profiles can be pre-populated from HRIS, characteristics are associated to each job profile through a characteristics and competencies tree. Employees always know exactly what their performance is being evaluated on.

3. Five Minute Feedback Forums - Information on an employee's contributions, performance and development initiatives is provided to the manager immediately. This offers the capacity to provide feedback and recognition at the most critical time - while it is fresh in the minds of the employee and manager;

4. On-Going Recognition and Coaching - Tools that assist managers to stay on top of Performance Development, feedback, recognition and coaching in a timely and efficient manner;

5. 360° Project Performance Rating - Performance evaluation is ongoing instead of yearly and is a strategy that involves contributions by the employee, management and peers instead of dictated to the employee;

6. Partnering for Development Initiatives – The employee designs their Personal Development Plan outlining their development objectives, measurable outcomes, timelines, and how each objective ties to the organizations strategies. Once the plan has been designed by the employee it is sent to their manager for approval or a request for revisions, and;

6a. Personal Development Plans – are a collation of objectives for the employee to meet based on the Partnering for Development Initiatives and their Learning Initiatives set out in the Succession Planning System.

GOAL: Return on Investment in Efficiency and Direction.  See the Benefits - CLICK HERE.