CMP…A One Sysco Approach
AGREE.ACHIEVE.RECAP
RECAP
Manager Enhanced FY15
Module 3: RECAP – Conversation
A summary of Results and Behaviors
Agenda
• Prepare for the RECAP
Conversation
• Calibrate and Assign
Performance and SBO Ratings
• Determine Merit Award and
SBO Payout Factor
• Facilitate the RECAP and Pay for
Performance Conversation: this
will be a two-way conversation
lead by the Leader
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Summary of What’s New:
1) One RECAP discussion with the Associate – final step
– Performance – CMP and SBO*
– Rating – CMP and SBO*
– Pay for Performance – Merit Award and SBO factor payout*
2) Manager and Leader Calibration meeting
– will include rating(s) (CMP and SBO*)
3) Pay for Performance – Merit Award and SBO factor payout*
- details by HRBPs closer to date of deliverables
4) Timeline Changes
– July: RECAP self – review , Leader preparation, Calibration meetings and
pay for performance determination
– July: Submission of Pay for Performance worksheets
– August: Facilitation of RECAP and pay for performance conversation
(*Note: SBO only where applicable)
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Here is our ask of Leaders
•
July 3:
–
•
July 10:
–
•
–
Conduct RECAP conversation, including rating(s), merit award and SBO payout factor*
August 21:
–
•
Managers meet with their Leader to calibrate ratings CMP & SBO* and to determine merit award
and SBO payout factor* utilizing payout guidelines
Submit pay for performance worksheets
August 11 – 19:
–
•
Leaders review associates completed CMP form and prepares for RECAP conversation
• Gathers concrete examples of progress
July 13 – 24:
–
•
Associate completes his/her self review
• Gather feedback
Bonus payment
September 1:
–
Merit awards effective and delivered during pay period inclusive of September 1
(*Note: SBO only where applicable)
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4
RECAP: Four Main Steps
Prepare
for the
RECAP
Conversation
June
Calibrate
and Assign
Performance
Ratings –
both CMP
and SBO
July
Determine
Merit Award
and SBO
Payout
Factor
July
Facilitate the
RECAP and
Pay for
Performance
Conversation
August
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5
Step One:
Prepare for the RECAP Conversation
Prepare
for the
RECAP
Conversation
Calibrate and
Assign
Performance
Ratings –
both CMP
and SBO
Determine
Merit Award
and SBO
Payout
Factor
Facilitate the
RECAP and
Pay for
Performance
Conversation
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6
Associate: Documenting Year-End Results
Completed self review: Jorge Marketing Associate
Goal Rating
Associate Goal Comments
Final CMP/SBO Rating * NEW
Associate Summary Comments
Process:
• Use the ACHIEVE section of the
CMP form
• Each goal should have a year-end
comment
• Simply and briefly document your
results
• Focus on specific results (WHAT)
and behaviors (HOW)
• Associate Comments: brief
highlights to summarize the year in
this area
• Select an overall CMP Self-Rating
and an overall SBO Self-Rating ,
this is determined by assessing all
goals and behaviors
• Send to Manager
• Ensure meeting is scheduled
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Manager: Documenting Year-End Results
Completed Manager Recap: Jorge Marketing Associate
Goal Rating
Mgr. Goal Comments
Final CMP and SBO Rating * NEW
o
m
m
Mgr. Summarye Comments
n
t
s
Process:
• Use the ACHIEVE section of the
CMP form
• Each goal should have a year-end
comment
• Review results and behaviors
documented by Associate
• Focus on specific results (WHAT)
and behaviors (HOW)
• Brief highlights to summarize the
year in this area
• Assign annual rating for CMP
performance and SBO rating is
determined by assessing overall
behaviors (LF) and goals
• Manager meets with leader to
calibrate ratings
• Schedule RECAP meeting with
Associate
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Step Two:
Calibrate & Assign Performance and SBO Rating
Prepare
for the Recap
Conversation
Calibrate
and Assign
Performance
Ratings –
both CMP
and SBO
Determine
Merit Award
and SBO
Payout
Factor
Facilitate the
RECAP and
Pay for
Performance
Conversation
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9
What is Calibration?
• Process of gaining alignment on and consistency of
CMP and SBO ratings across the team, business unit,
and /or company
We calibrate for two reasons:
1) consistency of ratings
2) appropriate differentiation of ratings
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Calibrate and Assign Performance and SBO
Rating
1. Bring the following to the Calibration meeting;
– One Sysco CMP Rating Scale
– CMP documentation with preliminary rating
– Leadership Framework Worksheet
2. Calibrate CMP and SBO ratings
3. Finalize overall rating following calibration
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Performance Rating Scale for CMP and SBO
SAT
Significantly Above Target
Consistently exceeds job expectations.
AT
Above Target
Always meets job expectations and often exceeds
job expectations.
OT
On Target
Regularly meets all job expectations
BT
Below Target
Meets some, but not all, job expectations.
SBT Significantly Below Target
Consistently does not meet job expectations.
*Note: Leadership Framework worksheet is your guide.
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Step Three:
Determine Merit Award and SBO Payout Factor
Prepare
for the
RECAP
Conversation
Calibrate
and Assign
Performance
Ratings –
both CMP
and SBO
Determine
Merit Award
and SBO
Payout
Factor
Facilitate the
RECAP and
Pay for
Performance
Conversation
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13
Determine Merit Award and SBO Payout
Factor
Merit Matrix
 Determine merit award
•
Merit awards based on individual
performance and salary position
•
Merit Matrix Guidelines to be
provided closer to merit decision
process
SBO Assessment and Payout
Factor
 Determine Payout Factor
•
SBO payout factor guidance to
be provided closer to the
decision process
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Step Four:
Facilitate the RECAP and Pay for Performance
Conversation
Prepare
for the
RECAP
Conversation
Calibrate
and Assign
Performance
Ratings –
both CMP
and SBO
Determine
Merit Award
and SBO
Payout
Factor
Facilitate the
RECAP and
Pay for
Performance
Conversation
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15
Purpose of the RECAP and Pay for
Performance Conversation
• Meet with associate to review past year’s performance:
– WHAT – full year results based on goal attainment
– HOW – behaviors that supported goal attainment
• This is a two-way conversation between manager and
associate
• Review Final Ratings – both CMP and SBO
• Present the Merit Award, SBO payout factor (if applicable)
“You cannot teach a man anything; you can only help him discover it
in himself.”
- Galileo Galilei
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RECAP Conversation Agenda: Manager
Time
Topic
Direction
5 min.
Review meeting purpose
•
•
•
Have two copies of the CMP form ready
Explain the purpose of the meeting
Establish rapport/ease
15 - 30
min.
Discuss Performance
•
•
Use written CMP form as a guide
Discuss each goal, spending more time on goals that
were exceeded and goals not obtained: ensuring
that associate has a clear understanding of what was
or was not achieved
Discuss associate questions or concerns
Actively listen
•
•
15 min.
Review Rating
•
•
Link summary of achievement against goals . Do this
for both results (WHAT) and LF behaviors (HOW).
Discuss associate’s concerns and questions
Actively listen
•
5 min.
Summarize
•
•
•
Summarize the conversation
Check for understanding
Ask Associate to sign
5 min.
Present Merit Award letter
and SBO payout factor letter
(where applicable)
•
Link summary of achievement against pay for
performance
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Challenging Conversations
1) “I am not getting enough credit for the work I did.”
2) “I am not going to sign the form.”
3) “Last year I received a top rating and this year you
gave me an On Target rating and I am doing what I
have always done”.
4) How was my SBO factor determined?
5) Others?
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RECAP: Four Main Steps
Prepare
for the
RECAP
Conversation
June
Calibrate
and Assign
Performance
Ratings –
both CMP
and SBO
July
Determine
Merit Award
and SBO
Payout
Factor
July
Facilitate the
RECAP and
Pay for
Performance
Conversation
August
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19
Here is our ask of Leaders
•
July 3:
–
•
July 10:
–
•
–
Conduct RECAP conversation, including rating(s), merit award and SBO payout factor*
August 21:
–
•
Managers meet with their Leader to calibrate ratings CMP & SBO* and to determine merit award
and SBO payout factor* utilizing payout guidelines
Submit pay for performance worksheets
August 11 – 19:
–
•
Leaders review associates completed CMP form and prepares for RECAP conversation
• Gathers concrete examples of progress
July 13 – 24:
–
•
Associate completes his/her self review
• Gather feedback
Bonus payment
September 1:
–
Merit awards effective and delivered during pay period inclusive of September 1
(*Note: SBO only where applicable)
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OVERALL CMP Dates
• RECAP Conversation
– Prior to August 19th
• AGREE
– Conversation by Sept. 1
• Once your department leader has your annual goals we
encourage you to start your AGREE conversations with your
team
• ACHIEVE Check-ins
– Q 2 – complete by Dec. 31
– Q 3 – complete by March 31
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Thank you!
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