performance level
DESCRIPTION
Identifying the Development Needs. Does Not Meet . Valued. Highly Valued . Expectations. Contributor. Contributor. Contributor. 4. 3. 2. 1. Key Leader. Valued Key Leader. Highly Valued Key Leader. Non. -. Performer. •. Achieves some results. •. Achieves most goals, and may . - PowerPoint PPT PresentationTRANSCRIPT
©2011 Milliken & Company
Performance LevelHighly Valued
ContributorValued
ContributorContributorDoes Not Meet Expectations
4 3 2 1Key Leader• Achieves some results.
• Capable of moving up two or more organizational levels OR capable of reaching the Executive level.
Highly Valued Key Leader• Exceeds most goals – especially
those of high priority. • Capable of moving up two or
more organizational levels OR capable of reaching theExecutive level.
Valued Key Leader• Achieves most goals, and may
even exceed some. • Capable of moving up two or more
organizational levels OR capable of reaching the Executive level.
Non-Performer• Does not achieve minimum
requirement on goals. May be in wrong job.
• Capable of moving up two or more organizational levels OR capable of reaching the Executive level.
Leader• Achieves some results.
• Capable of moving up one organizational level.
Highly Valued Leader• Exceeds most goals – especially
those of high priority.
• Capable of moving up one organizational level.
Valued Leader• Achieves most goals, and may
even exceed some.
• Capable of moving up oneorganizational level.
Non-Performer• Does not achieve minimum
requirement on goals. May be in wrong job.
• Capable of moving up one organizational level.
Professional• Achieves some results.
• Able to be successful in their current job. Able to accept expanded or related responsibilities within their current position. Able to accept another position at the same organizational level.
Highly Valued Professional• Exceeds most goals – especially
those of high priority.
• Able to be successful in their current job. Able to accept expanded or related responsibilities within their current position. Able to accept another position at the sameorganizational level.
Valued Professional• Achieves most goals, and may
even exceed some.
• Able to be successful in their current job. Able to accept expanded or related responsibilities within their current position. Able to accept another position at the same organizational level.
Non-Performer• Does not achieve minimum
requirement on goals.
• May be able to be successful in their current job. May be able to accept expanded or related responsibilities within their current position. May be able to accept another position at the same organizational level.
A1A2A3
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Pote
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Identifying the Development NeedsPPA
Ratings
©2011 Milliken & Company
Performance LevelHighly Valued
ContributorValued
ContributorContributorDoes Not Meet Expectations
4 3 2 1Key Leader• Achieves some results.
• Capable of moving up two or more organizational levels OR capable of reaching the Executive level.
Highly Valued Key Leader• Exceeds most goals – especially
those of high priority. • Capable of moving up two or
more organizational levels OR capable of reaching theExecutive level.
Valued Key Leader• Achieves most goals, and may
even exceed some. • Capable of moving up two or more
organizational levels OR capable of reaching the Executive level.
Non-Performer• Does not achieve minimum
requirement on goals. May be in wrong job.
• Capable of moving up two or more organizational levels OR capable of reaching the Executive level.
Leader• Achieves some results.
• Capable of moving up one organizational level.
Highly Valued Leader• Exceeds most goals – especially
those of high priority.
• Capable of moving up one organizational level.
Valued Leader• Achieves most goals, and may
even exceed some.
• Capable of moving up oneorganizational level.
Non-Performer• Does not achieve minimum
requirement on goals. May be in wrong job.
• Capable of moving up one organizational level.
Professional• Achieves some results.
• Able to be successful in their current job. Able to accept expanded or related responsibilities within their current position. Able to accept another position at the same organizational level.
Highly Valued Professional• Exceeds most goals – especially
those of high priority.
• Able to be successful in their current job. Able to accept expanded or related responsibilities within their current position. Able to accept another position at the sameorganizational level.
Valued Professional• Achieves most goals, and may
even exceed some.
• Able to be successful in their current job. Able to accept expanded or related responsibilities within their current position. Able to accept another position at the same organizational level.
Non-Performer• Does not achieve minimum
requirement on goals.
• May be able to be successful in their current job. May be able to accept expanded or related responsibilities within their current position. May be able to accept another position at the same organizational level.
A1A2A3
B1B2B3
C1C2C3
A4
B4
C4
A
B
C
Pote
ntia
l Lev
el
Corre
ctive
Act
ion
Identifying the Development NeedsPPA
Ratings
©2011 Milliken & Company
Performance LevelHighly Valued
ContributorValued
ContributorContributorDoes Not Meet Expectations
4 3 2 1Key Leader• Achieves some results.
• Capable of moving up two or more organizational levels OR capable of reaching the Executive level.
Highly Valued Key Leader• Exceeds most goals – especially
those of high priority. • Capable of moving up two or
more organizational levels OR capable of reaching theExecutive level.
Valued Key Leader• Achieves most goals, and may
even exceed some. • Capable of moving up two or more
organizational levels OR capable of reaching the Executive level.
Non-Performer• Does not achieve minimum
requirement on goals. May be in wrong job.
• Capable of moving up two or more organizational levels OR capable of reaching the Executive level.
Leader• Achieves some results.
• Capable of moving up one organizational level.
Highly Valued Leader• Exceeds most goals – especially
those of high priority.
• Capable of moving up one organizational level.
Valued Leader• Achieves most goals, and may
even exceed some.
• Capable of moving up oneorganizational level.
Non-Performer• Does not achieve minimum
requirement on goals. May be in wrong job.
• Capable of moving up one organizational level.
Professional• Achieves some results.
• Able to be successful in their current job. Able to accept expanded or related responsibilities within their current position. Able to accept another position at the same organizational level.
Highly Valued Professional• Exceeds most goals – especially
those of high priority.
• Able to be successful in their current job. Able to accept expanded or related responsibilities within their current position. Able to accept another position at the sameorganizational level.
Valued Professional• Achieves most goals, and may
even exceed some.
• Able to be successful in their current job. Able to accept expanded or related responsibilities within their current position. Able to accept another position at the same organizational level.
Non-Performer• Does not achieve minimum
requirement on goals.
• May be able to be successful in their current job. May be able to accept expanded or related responsibilities within their current position. May be able to accept another position at the same organizational level.
A1A2A3
B1B2B3
C1C2C3
A4
B4
C4
A
B
C
Pote
ntia
l Lev
el
Man
age
Perfo
rman
ce
Identifying the Development NeedsPPA
Ratings
©2011 Milliken & Company
Performance LevelHighly Valued
ContributorValued
ContributorContributorDoes Not Meet Expectations
4 3 2 1Key Leader• Achieves some results.
• Capable of moving up two or more organizational levels OR capable of reaching the Executive level.
Highly Valued Key Leader• Exceeds most goals – especially
those of high priority. • Capable of moving up two or
more organizational levels OR capable of reaching theExecutive level.
Valued Key Leader• Achieves most goals, and may
even exceed some. • Capable of moving up two or more
organizational levels OR capable of reaching the Executive level.
Non-Performer• Does not achieve minimum
requirement on goals. May be in wrong job.
• Capable of moving up two or more organizational levels OR capable of reaching the Executive level.
Leader• Achieves some results.
• Capable of moving up one organizational level.
Highly Valued Leader• Exceeds most goals – especially
those of high priority.
• Capable of moving up one organizational level.
Valued Leader• Achieves most goals, and may
even exceed some.
• Capable of moving up oneorganizational level.
Non-Performer• Does not achieve minimum
requirement on goals. May be in wrong job.
• Capable of moving up one organizational level.
Professional• Achieves some results.
• Able to be successful in their current job. Able to accept expanded or related responsibilities within their current position. Able to accept another position at the same organizational level.
Highly Valued Professional• Exceeds most goals – especially
those of high priority.
• Able to be successful in their current job. Able to accept expanded or related responsibilities within their current position. Able to accept another position at the sameorganizational level.
Valued Professional• Achieves most goals, and may
even exceed some.
• Able to be successful in their current job. Able to accept expanded or related responsibilities within their current position. Able to accept another position at the same organizational level.
Non-Performer• Does not achieve minimum
requirement on goals.
• May be able to be successful in their current job. May be able to accept expanded or related responsibilities within their current position. May be able to accept another position at the same organizational level.
A1A2A3
B1B2B3
C1C2C3
A4
B4
C4
A
B
C
Pote
ntia
l Lev
el
Chal
leng
e
Identifying the Development NeedsPPA
Ratings
©2011 Milliken & Company
Performance LevelHighly Valued
ContributorValued
ContributorContributorDoes Not Meet Expectations
4 3 2 1Key Leader• Achieves some results.
• Capable of moving up two or more organizational levels OR capable of reaching the Executive level.
Highly Valued Key Leader• Exceeds most goals – especially
those of high priority. • Capable of moving up two or
more organizational levels OR capable of reaching theExecutive level.
Valued Key Leader• Achieves most goals, and may
even exceed some. • Capable of moving up two or more
organizational levels OR capable of reaching the Executive level.
Non-Performer• Does not achieve minimum
requirement on goals. May be in wrong job.
• Capable of moving up two or more organizational levels OR capable of reaching the Executive level.
Leader• Achieves some results.
• Capable of moving up one organizational level.
Highly Valued Leader• Exceeds most goals – especially
those of high priority.
• Capable of moving up one organizational level.
Valued Leader• Achieves most goals, and may
even exceed some.
• Capable of moving up oneorganizational level.
Non-Performer• Does not achieve minimum
requirement on goals. May be in wrong job.
• Capable of moving up one organizational level.
Professional• Achieves some results.
• Able to be successful in their current job. Able to accept expanded or related responsibilities within their current position. Able to accept another position at the same organizational level.
Highly Valued Professional• Exceeds most goals – especially
those of high priority.
• Able to be successful in their current job. Able to accept expanded or related responsibilities within their current position. Able to accept another position at the sameorganizational level.
Valued Professional• Achieves most goals, and may
even exceed some.
• Able to be successful in their current job. Able to accept expanded or related responsibilities within their current position. Able to accept another position at the same organizational level.
Non-Performer• Does not achieve minimum
requirement on goals.
• May be able to be successful in their current job. May be able to accept expanded or related responsibilities within their current position. May be able to accept another position at the same organizational level.
A1A2A3
B1B2B3
C1C2C3
A4
B4
C4
A
B
C
Pote
ntia
l Lev
el
Identifying the Development NeedsPPA
Ratings
©2011 Milliken & Company
Performance LevelHighly Valued
ContributorValued
ContributorContributorDoes Not Meet Expectations
4 3 2 1Key Leader• Achieves some results.
• Capable of moving up two or more organizational levels OR capable of reaching the Executive level.
Highly Valued Key Leader• Exceeds most goals – especially
those of high priority. • Capable of moving up two or
more organizational levels OR capable of reaching theExecutive level.
Valued Key Leader• Achieves most goals, and may
even exceed some. • Capable of moving up two or more
organizational levels OR capable of reaching the Executive level.
Non-Performer• Does not achieve minimum
requirement on goals. May be in wrong job.
• Capable of moving up two or more organizational levels OR capable of reaching the Executive level.
Leader• Achieves some results.
• Capable of moving up one organizational level.
Highly Valued Leader• Exceeds most goals – especially
those of high priority.
• Capable of moving up one organizational level.
Valued Leader• Achieves most goals, and may
even exceed some.
• Capable of moving up oneorganizational level.
Non-Performer• Does not achieve minimum
requirement on goals. May be in wrong job.
• Capable of moving up one organizational level.
Professional• Achieves some results.
• Able to be successful in their current job. Able to accept expanded or related responsibilities within their current position. Able to accept another position at the same organizational level.
Highly Valued Professional• Exceeds most goals – especially
those of high priority.
• Able to be successful in their current job. Able to accept expanded or related responsibilities within their current position. Able to accept another position at the sameorganizational level.
Valued Professional• Achieves most goals, and may
even exceed some.
• Able to be successful in their current job. Able to accept expanded or related responsibilities within their current position. Able to accept another position at the same organizational level.
Non-Performer• Does not achieve minimum
requirement on goals.
• May be able to be successful in their current job. May be able to accept expanded or related responsibilities within their current position. May be able to accept another position at the same organizational level.
A1A2A3
B1B2B3
C1C2C3
A4
B4
C4
A
B
C
Pote
ntia
l Lev
el
Identifying the Development NeedsPPA
Ratings
©2011 Milliken & Company
Performance LevelHighly Valued
ContributorValued
ContributorContributorDoes Not Meet Expectations
4 3 2 1Key Leader• Achieves some results.
• Capable of moving up two or more organizational levels OR capable of reaching the Executive level.
Highly Valued Key Leader• Exceeds most goals – especially
those of high priority. • Capable of moving up two or
more organizational levels OR capable of reaching theExecutive level.
Valued Key Leader• Achieves most goals, and may
even exceed some. • Capable of moving up two or more
organizational levels OR capable of reaching the Executive level.
Non-Performer• Does not achieve minimum
requirement on goals. May be in wrong job.
• Capable of moving up two or more organizational levels OR capable of reaching the Executive level.
Leader• Achieves some results.
• Capable of moving up one organizational level.
Highly Valued Leader• Exceeds most goals – especially
those of high priority.
• Capable of moving up one organizational level.
Valued Leader• Achieves most goals, and may
even exceed some.
• Capable of moving up oneorganizational level.
Non-Performer• Does not achieve minimum
requirement on goals. May be in wrong job.
• Capable of moving up one organizational level.
Professional• Achieves some results.
• Able to be successful in their current job. Able to accept expanded or related responsibilities within their current position. Able to accept another position at the same organizational level.
Highly Valued Professional• Exceeds most goals – especially
those of high priority.
• Able to be successful in their current job. Able to accept expanded or related responsibilities within their current position. Able to accept another position at the sameorganizational level.
Valued Professional• Achieves most goals, and may
even exceed some.
• Able to be successful in their current job. Able to accept expanded or related responsibilities within their current position. Able to accept another position at the same organizational level.
Non-Performer• Does not achieve minimum
requirement on goals.
• May be able to be successful in their current job. May be able to accept expanded or related responsibilities within their current position. May be able to accept another position at the same organizational level.
A1A2A3
B1B2B3
C1C2C3
A4
B4
C4
A
B
C
Pote
ntia
l Lev
el
Identifying the Development NeedsPPA
Ratings