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NON EXEMPT PERFORMANCE APPRAISAL Manual Process--No system New Process in 2002MAP (MANAGEMENT APPRAISAL PROCESS) For

Exempt Managers--New Process in 2002EMS Levels 1-4 SESSION C Salary Planning Bands 1- 4 Differentiation Salary Planning - EBand Goal Setting / Mid Year Review / Performance Appraisal 360 Process Pinnacle / Summit / Brite Lights Process

Wing-to-Wing HR & D Processes

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Process

Pinnacle / Summit / Brite LightsProcess

BriteLight Nominations

due Jan

360 Process Inputs -feedback

360 Begins April

360 Concludesend of Sept - Outputs -

Action Plan

Goal Setting/ Mid y ear Rev iew / PA- Inputs - Differentiation Ratings,

Goals, Competencies

3. Edit Mgr. Goals tobe Personal Goals

4. Rev iew Goals w ithMGR

5. Send MS Goals Docto Directs

6. Mgr Look in sys toensure DR's are linked to

mgr.7. Verify in system DR's

have entered goals.

8. If needed reconcilegoals

9.Receiv e new

goals?

10. Edit Goals

11. Mgrs Await Email todo mid year review.

12. Prepare to giv eMid Year Rev iew

14. Conduct mid y earrev iew w ith directs15. Review

new goals?

16. Modify goals

17. Mgr aw ait Emailto do PA.

19. Mgr Compile datafor goals for directs

20. Dodirects do self appraisals

on time?

21. CompletePreliminary PA on

each Direct

23. Receive perf. code# orparticipate in diff. meeting.

24.Pleased with perf code for

each direct?

25. HR loads perf codefrom Differentation

Process in sy stem

26. Re-Work Step -Rev iew edit PA to make

perf code fit.

28. Aw ait confirmationemail on 1 ov er 1

29. Aw ait email say ing mgrcan conduct PA

30. Manager holds 1-to-1PA/EMS discussion w ith

employ ee.

34. Participate inSession C as required

35. Make a case fordirect

36. Resubmit perfcode / discuss

39. Remind Directs toInput Self Appraised in

Sy stem

Salary Planning - Bands 1-4 Inputs- Ratings 1-5, HML

Kick-offComp Planning Processand Weekly conf. calls

commerce

Data audit distributed toeach functional point

person

Areall audits complete

and changes entered inoracle?

Distribute salary planning andbonus recommendationguidelines to Functional VPsHR/Functional Point Person

Distribute final comp planningspreadsheet with preliminarybonus pool for bands 3-4 toeach functional point person

Are compplanning spreadsheets

complete?

VPs HR ensure Merit increase guidelinesare applied for Bands 1-4. Overall data

compiled by function and submitted to VPsHR for approval

Have VPs HRmet merit increase and

guidelines?

Performance ratings and compensationplanning spreadsheets for bands 1-4forwarded to compensation for finalreview / approval against guidelines

Final bonus info for LOW's andguaranteed bonuses submitted on

separate TIP recommendationspreadsheet to COMP

Comp. team rev iew sand consolidates

Is infocomplete?

Comp. team reviews &consolidates fun. salary andbonus sheets and notifies

VPs HR of needed revisions

Comp Team reviews andsummarizes compensationplanning data for 260submission

Comp Team preparessalary and bonus plans for

upload

TIP recommendationsdue into Oracle

Track dow n data

Track dow n data

Rev iew w ith HR /VPs

HRMs Enter all Data

Salary Planning for E- BandInputs- Ratings

Deferral Incentive CompMaterials given to IC Eligible

EEs

Are allratings entered?

VPs HR forward Performance

Ratings to Compensation

Dept.

Pat/Ed meet toapprov e

Are changes needed?

Discuss / Adjust w ithSVPs / Mgrs.

Changes made

SVPs rev iew anychanges to 20/70/10

DoSVPs have questions /

concerns?

Discuss w ith Pat/Ed

Resolv e concerns

Pat / Ed submit final ratingsand 20/70/10 to comp. dept.

for comp. planning

Compensation Teamdevelops salary and bonus

plans

Ed/Pat/SVPs approvecompensation planningrecommendations for E-Bandsincluding IC/DR/HC

SVPs/VPs HR receive finalcompensation planning file

Compensation inputs into Oracle

TIP/IC Bonus recommendations

for all Direct Reports to EDS, all

employees with total

compensation of $250,000 or

greater, and all IC eligible

employees. Reports submitted to

260

Bonusfinalizedw /Fairfield

Step on No branch.

Track dow n ratings

Differentiation Proposed Inputs-Mgr rev iew of employ ee goals/

competencies

Mgrs. Prepare PreliminaryRatings for Differentiation

SVP DRs meet w ithDRs to discuss

preliminary rankings

SVPs & DRs dev eloppreliminary diff. &

spreadsheet

SVP DRs rev iew w ithDRs

Agreement byAll?

SVPs DRs finalize andcommunicate ratings to DRs - Outputs -

Ratings 1-5, HML

Mgr builds case

SVPs & DRs meetagain to discuss

Agreement byAll?

Renegotiate to gainagreement

Session C Inputs - 9 blocker

Session CBegins

Some Mgrs Workon Session C

Session C (GECS)Ends

Session C (GECapital) Ends

EMS Inputs - DifferentiationCode, Emp. Ratings

EMS Time LineCommunicated

Self EMS Begins

Self EMS Concludes?

How is this tracked?

MGR Begins MGR Portionof EMS

Mgrs.Conclude Mgr Portion

of EMS?

How is this tracked?

Mgrs assignedemp rating match PA

rating?How do w e know this

is done?

1 ov er 1 EMSApprov als Begin

1 ov er 1 EMSApprov ed?

Edit EMS

Manager holds 1-to-1PA/EMS discussion w ith

employ ee

2. Receive Goalsin MS Doc from

Mgr.

Summit/Pinnacle On Line Mgrsubmissions

All Nominationsdue do Comp

Sharing the successpayments calculatedLetters sent to non

exempts

SiteAnnoucements

Bonus Paid

Mgrs participate

22. In 2001 Deadlinefor PA completionw as Nov -48%Missed Deadline

1. Goals cascaded

Mgrs submit BriteLite Nom

SVP & SVPDirects Conduct EMS

Later

18. Employees doSelf Appraisal

27. In 2001 6% DefectRate-PA code did not

match SP code

MAP Non Exempt Perf App - Inputs - PA Form,

Manager Feedback,Performance Numbers

Non- Exemptscomplete the

survey

Mgr InterpretResults

Mgr Obtainfeedback on

progress

Repeat theProcess - Output -

Action Plan

Mgr CreatesAction Plan

Mgr ImplementAction Plan

Reminder sent tobegin Mid Year Review

(march-april)

Mid year done?

Discussion ofcompetencies.

Mgr completestutorial Aug-sept

HR communicatestimeline -Oct

Non Exemptcompletes self

Appr

Self App done?

Mgr review . Non Tracked

Mgr Completes PA

Done on time?

Rating submitted toHR

Reminder sent

Non Exempt PAdiscussion - Outputs -Signed PA Form, 1-5Rating, AppropriateRating Distribution.

Not tracked

Manual entry ofSalary actions due

in Oracle.

Bonuses Paid

32. In 2001 4% ofExempts did not

receive a PA

33. Based on a surveythere w as a 32%

Dissatisfaction Rating w ithPA processes.

Mgrs participate

Mgr participate

37.New codeaccepted?

38. Renegotiate

13. Some FunctionsDid Not Do Mid Year

Review s in 2001

260 AdjustmentsMade

Bonus finalizedw /Fairf ield

31. Signed PA/EMSreturned to HRMs. HRMs follow -up to

ensure all discussionscompleted.