British American Tobacco
Performance Management
Example
British American Tobacco world-wide
Operations in 180 countries
Over 100,000 employees
Manufacturing in 48 countries
Performance Management Conducted
Our vision for the future
World’s number one
Superior Workforce Worldwide
Performance
Management
Performance Appraisal and Career Enhancement
system (P.A.C.E)
PACE is a key management
process for reviewing the past
and planning the future.
It is a management tool which
aims to:
* Improve the performance
* Enhance the development
Principles of PACE
Pace is competency based
It is widespread throughout the
British American Tobacco World
Pace encourages objectivity
Pace emphasises development
PACE Agenda
Performance review
Competence review
Development plan
Setting objectives for next year
Future career preferences
Performance Review; Rating
Rating
A
Definition & Description
Exceptional Performance
The individual has exceeded expected performance criteria by a wide margin
in all key result
areas
B
Excellent Performance
The individual has exceeded performance criteria in most key result areas and has not produced any
less than satisfactory results.
C+
Above Target Performance
has
C
The individual has either achieved expected performance criteria with one critical area exceeded or
exceeded standards in two critical areas with the result that a lesser priority area is under-achieved.
On Target Performance
The individual has either achieved the expected performance criteria in all key areas or has exceeded
performance in one critical area with the result that a lesser priority area is underachieved.
C-
Below Target Performance
The individual has achieved the expected performance criteria in all but one critical area.
D
Poor Performance
The individual has under-achieved in a number of key result areas.
E
Unacceptable Performance
The individual has constantly failed to meet the performance criteria in all key result areas.
Competency Review
Competencies are skills, knowledge
and behaviours which underpin
effective managerial performance.
There are two classes of
competence :
– Management
– Technical
Management Competencies
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People Leadership
Resource Management
Business Development
Communicating
Influencing
Creative Thinking
Rational Decision Making
Career Commitment
Development Plan
An agreed plan to address the
identified areas for improvement,
covering more than one review
period
Training courses/seminars
Alternative development methods
Objectives for Next Year
Key Result Areas (KRAs) and
agreed specific performance
criteria for the coming year
Objectives should be S.M.A.R.T.
Specific
Measurable
Attainable
Relevant
Time-bound
Future Career Preferences
Career preference
Next job preference, if identified
Special circumstances
Mobility
Career management
Growing talent from within
Graduate recruitment and
Management Trainee Programme
Pace discussions with superiors
Career development meeting
procedure
Career Reviews
Career development meeting procedure
Global approach
Consistency world-wide
Well informed, thoroughly
debated and effectively
managed judgements and
decision making on the future
careers of managers
CDM Procedure
Pace Guidelines
(November)
Local CDM
Follow-up of Plans
Update/Review
Graduate Recruitment
Changes
Schedule
Key Capabilities/ Competencies
KRA- Issues
MT
Preparing of appraisers/ appraisees
(December)
HR
Local CDM
(ASAP)
Feedback from Regional
and Functional CDMs
Update and follow-up of
issues
Graduate Recruitment
Discussions
(January)
Head of function with mgrs of
target population
(combined with the Mgrs
own PACE discussion)
Feedback
from
Mentors
PACE
(31 Jan)
Performance Ratings
Career Aspirations
Development Needs
Strengths and Weaknesses
Views and proposals
Prepared by Head of Function
and HR Manager
Local CDM
Functional CDM
ExecuTRACK
Regional CDM
Area CDM
(22.-23. April)
(End Feb)
(16 Feb)
Potential Definition
Career Plans
Development Plans
Succession Plans
Graduate Recruitment
Career development meeting procedure
• CDM agenda: An Important Meeting!
- Review of current situation and its implications
- Organisation development
- Potential definitions
- Career plans
- Succession plans
- Development plans
- Management trainee intake and development