Bulk Ops PDR

Bulk Operations Performance Development Review

Revision 1 Revision 1

If we are to achieve our vision of becoming the leader in our industry we need to engage and inspire our employees to be the best they can be. It’s about sharing vision & purpose, aims & objectives and helping our employees to achieve their potential and recognise their role in contributing to this. The introduction of the Performance Development Review will give employees the opportunity to take ownership of their Personal Development and in conjunction with the Process Leaders/Managers have regular reviews which include 2 sided discussions allowing employees to feel they have participated actively towards the outcome. Resulting in strong Process Leader/Manager and Employee relationships producing high performing teams.

Brian MacAulay - Malt Distillery, Spirit Supply & Warehouse Group Manager

Our values are important, we must all strive to demonstrate and develop against each of them where applicable.

Chivas Brothers has 3 values consisting of 10 interrelated competencies

As an employee it is your responsibility to demonstrate and develop yourself against our Values and take joint responsibility with your Process Leader/Manager for the completion of your PDR form.

As a Process Leader/Manager it is your responsibility to inspire, guide and support your employee’s career development.

Having honest, open and realistic conversations with your team member makes a big difference to their motivation. It helps to develop and realise their potential which, in turn leads to higher skilled employees and improved business performance.

Following the Greenline process will give you a clear structure for your meetings and help keep things on track.

At Chivas, we believe in the 70:20:10 approach to learning;

• 70% of your learning will be on the job experiences • 20% - Learning from others. • 10% - Formal types of learning

/Manager for the of your PDR form.

When completing the development plan It is important to consider;

• Ability levels and development needs for current role • Development in support of future career aspirations • Mandatory Health & Safety training (by role)

TAKING THE GREENLINE

4 Key Skills:

1. Create an Agreed There 2. Recognise things are off the straight line 3. “Tap in” - The Courage to call it 4. The skill to create Clarity & inspire Commitment

X

X

X

X

HERE

THERE

X

X

X

CLARITY Agree to NEXT STEPS

CLARITY Agree to HERE

CLARITY Agree to THERE

Which Actions are needed to get ‘THERE’.

Results- Purpose- Standards.

Where are you now in relation to ‘THERE’.

PHASE 3

PHASE 1

PHASE 2

PHASE 3

Performance Development Review Process

PDR Forms printed & distributed to Employees January.

1

Employee completes Section 1 of the form prior to 1 st PDR meeting with Process Leader

2

Process Leader arranges 1 st PDR meeting with Employee February/March.

3

Process Leader/Employee review section 1 and complete section 2 & 3 of the PDR form February/March

4

Process Leader updates employee on all topics covered in section 3 of the PDR form February/March

5

Process Leader to arrange 2 nd PDR meeting with Employee August/September.

6

Administrator for area scans PDR and attaches in LMS for individual

7

Performance Development Review Process - Notes

1. Employees will receive their Performance Development Review Form by January each year. This will be printed and distributed by the local administrator for the area. (NOPS-Avril Leckie & SOPS-Eleanor Broadley) The PDR Form is the responsibility of the individual.

2. Employee completes Section 1 – Self Evaluation of the PDR form by 31 st January ready for their first review with their Process Leader/Manager.

3. Process Leader/Manager schedules review meeting with the individual for February/March. The meeting should take place in a private area away from interruptions. 4. Section 1 – PDR Self Evaluation Process Leader and Employee review section 1 of the PDR which the employee has completed prior to the meeting. Section 2 – PDR Meeting Record At the meeting the Process Leader/Manager will complete Section2 – PDR - Meeting Record No. 1 & 2. At the meeting the employee will complete PDR-Next Steps - No.3 and the Process Leader/Manager will complete PDR Next steps – No. 4. Section 3 – PDR Development Plan At the meeting the Employee should complete No.1 to 3. Numbers 4-6 should be completed by the Employee with help from the Process Leader/Manager. If the employee requires more time to think about the development plan or the development request is unusual then a follow up meeting should be scheduled within 1 week to review/complete this section. 5. Section 3 – PDR Development Plan – Updates Section. No.7 – The Process Leader/Manager should endeavour to update the employee on all of the topics listed and tick the boxes of topics covered. Once the PDR from is complete the Employee and the Process Leader/Manager will sign off and date the PDR. 6. At the end of the meeting the Process Leader/Manager will arrange the 2 nd PDR meeting with the employee for August/September. They will also give the completed PDR form to the local administrator for their area.

7. Administrator for area scans PDR and attaches in LMS to the individuals My Documents page SOPS – Eleanor Broadley & NOPS – Avril Leckie.

Personal Development Review 2019

Our Chivas Values

EMPLOYEE NAME:

JOB ROLE:

DEPARTMENT:

DATE:

Revision 1

1. PDR – SELF EVALUATION

To be completed by Employee before the PDR Meeting.

1. Describe your last year (any main achievements) and how you feel you have improved since your last PDR.

2. Which area(s) do you feel you could have progressed better and why?

3. What, if anything, do you think has held you back in your role that may require addressing so that you do not have the same issues/concerns again?

4. Describe which skills, knowledge and experience you would like to develop over the next 12 months and any help you may need to achieve this?

5. How would you like to see your role at Chivas Brothers develop in the future?

DATE:

SIGNATURE OF EMPLOYEE:

2. PDR – MEETING RECORD

To be completed by Process Leader/Manager during the PDR Meeting.

1. What has the Employee developed/improved upon since last PDR?

2. What are the Employee’s future development focus and needs ?

PDR – NEXT STEPS

3. Personal Development – Next Steps by Employee: i.e. What will the employee do?

4. Personal Development – Next Steps by the Process Leader/Manager: i.e. How will the Process Leader/Manager support the Employee?

3. PDR – DEVELOPMENT PLAN

My Personal Development Plan - to be completed by the Employee during the PDR Meeting.

1. What am I going to work on in my role and my learning over the next year?

2. How am I going to achieve this? (on-the-job training, training courses, colleague discussions etc.)

3. How will I know that I have been successful?

My “Commitments” to the Business - to be completed by Employee.[Process Leader/Manager]

4. Commitment 1:

5. Commitment 2:

6. Commitment 3:

7. Process Leader/Manager should update employee on topics below. Tick topics covered.

Personal Safety

Company Updates

Capex

Site Performance

Department Goals

Continuous Improvement

Company Safety Environment Goals

New Equipment/Projects

Training/Development

Environment Compliance

DATE:

SIGNATURE OF EMPLOYEE:

DATE:

SIGNATURE OF PROCESS LEADER/MANAGER: