2006 Performance Management Program Executive Overview Board Presentation February 2007 Performance Management Making it Work To have an effective Performance Management Program, CTA uses the following tools: Documentation Performance Evaluation, Goal Setting Worksheet and Toolkit Competencies All employees are evaluated on the same set of competencies to ensure fair and consistent ratings Performance Ratings Employees are evaluated using one of five ratings 4.60 – 5.00 Outstanding 3.80 – 4.59 Above Expectations 3.00 – 3.79 Meets Expectations 2.00 – 2.99 Needs Improvement 1.00 – 1.99 Unsatisfactory Goal Setting Management is encouraged to set goals for each employee for the coming year Common Review Date All non-union employees are evaluated around the same focal time to ensure each employee is evaluated in a timely manner Eligibility All types of non-union employees (FTP, FTT, PTT, etc.) with more than three months of employment in 2006 should be evaluated at the common review date If an employee is on leave (i.e., FMLA, disability, military leave, leave of absence, etc.) an evaluation is completed upon their return to work Receiving an evaluation is not a guarantee of a merit increase. Information regarding merit increases will be communicated at a later date Management should complete evaluations for any active employee who was in their department for at least three months of 2006 Competencies All Non-Union Employees Are Rated on the Following Competencies Change and Transition Management Communication (Oral & Written) Customer Service Developing Self and Others Diversity Leadership Organizational Knowledge Problem Solving Safety Teamwork Job Knowledge Work Project Management Management Is Rated on an Additional Set of Competencies Organizational Knowledge Communication (Oral and Written) Customer Service Leadership Developing Self and Others Change and Transition Management Diversity Attorneys Are Also Rated on the Following Competencies Research Skills Negotiating and Transactional Skills Litigation Strategy and Skills All non union employee’s performance is also evaluated on goals which were set in the beginning of the performance year. Corrective Actions for Non-Union Employees Corrective action for non-union employees is a concept separate from the Performance Management Program although the two may intersect as management encourages employees to develop, contribute, and perform Should a non-union employee exhibit sub-standard work performance during the year, corrective action should be taken to assist the employee as a means of improving the employee’s performance Receiving a sub-standard performance rating (2.99 or below) for two (2) or more consecutive years may be cause for termination. Human Resources is responsible for all corrective actions for non-union employees Timeline January 23rd Performance management materials sent to Managers and above January 23rd - February 23rd Management completes performance evaluations for each non-union employee January 30th – February 9th Training for new management and for any other leaders desiring a performance management refresher course February 23rd Completed performance evaluations submitted to HR - Compensation for review prior to discussing and distributing to employees March 9th HR - Compensation approves and returns evaluations to management March 9th – March 30th Management conducts performance discussion with each non-union employee and obtains the signature of the employee on the evaluation form March 30th Final signed, original performance evaluations returned to HR - Compensation, 567 W. Lake Street, 3rd Floor May 5th End of the 2006 Performance Management Program – last day for any questions and issues regarding performance evaluations to be addressed to HR – Compensation