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Employee Review

Transcript: We need to overview our staff on a regular (annual) base Of 45 (high) potentials, 82% belongs to Generation X Some findings... Employee Review Novotel Netherlands 2013 Bring to our guests a « relaxed and playful » hospitality experience by providing modern and innovative service offerings is one of the 2014 Novotel family objective. Regardless of the ownership structure of hotels, the « New Novotel Experience » is based on women and men of the Novotel family. Through the development of competencies and motivation, our teams will be: proud and happy to be hoteliers at the heart of the “relaxed and playful” experience within our hotels ready to listen to our customers' expectations Generation Baby Boom The most ambitious people we have are an Front Office employee, while the most blockers are in F&B Faze in life nor length of employment have a significant influence in terms of motivation Tips to motivate Generation Y Now let's look at some figures! Recommendations Backbones Multi Did you know...? Encourage and retain our (high) potentials by: 12% of our staff is characterized as "laggard" Novotel is a young company; 54% of the total population is between 16 and 35 years of age As these kids are still in school, they are not entering the labor market yet... In 2020 we will have to manage scarcity on the labor market; a shortage of 250.000 employees... Generation Z is growing up in the digital age, a time of economic crisis, financial cut backs; They have extensive techonological knowledge; Typical for this generation: they are always online, free, bright minds who are conscious of themselves and the world around them, they are multi taskers. Novotel's Objectives Earn their respect - even if it takes them a while before they express theirs Do not try to control them - offer them flexibility Act with integrity and you will be able to close the generation gap Give unexpected rewards for their exceptional performance (Working) pleasure is serious business! Create a stimulating and productive workplace Try a reverse mentoring program where younger employees are assigned to older managers in order to help the older ones to keep up with technology - close the generation gap. (High) potentials • Professionalizing with focus on improving quality • Modest and sober; just do it! • Finding balance between work/ private life • Exploiting differences constructively • Listening, dialogue and be aware of what is going on • See what works, evidence based • Attention to the process Using Itineraires & VISA to recognize their performance and to reward them; "Swap your job" (multi branded) Horizontal job switch within hotel or brand who perform good and excel in their field, have an ambition to grow but are not multi employable Lead! This generation has grown up under the supervision of parents who believed in boundaries and were active role models to them. They are sensitive to an ethical leader Provide structure and clear guidelines at all times. Specify the process and way of approach to achieve the initial goal. Although they seem confident, they still need input of the management! Provide them with mentors. They like to work with older generations and to work in a practical manner - it helps to close the generation gap Encourage and allow them to use the latest technology at their workplace Let them try new things. Assign them to projects where they can really learn - they love to be challenged. Generation Z The So, in contrast to what we may think, the representation of Generation X is 37% and only 9% of our population belongs to the Baby Boom Generation! Novotel is the best way to relax and re-energize. With this mission, Novotel strives to be the best brand in the busy mid-scale hotel segment. We know that we have to distinguish ourselves from our competitors. We know that our employees can make this difference. By being: extra-caring, communicative, available, representative and jointly responsible, we can make this difference together. (High) potentials Tips to motivate babyboomers Laggards Novotel: Up until now by Jeanine Groen (may '13- august '13) Conclusion Strategic 1980 - 1995 1995 - until now "Swap your job" • Authority must be earned through skills and knowledge • Confident, realistic, social, networking • Balance between work/ private life • Quick decisions, quick results • Aim for concrete results • Open, direct and want personal contact • Working with the right people (expertise, knowledge) How did we perform Recommendations 9% of the total population belongs to the Baby Boom generation Challenge our Experts by: Now Multi branded With a colleague Talent workforce planning Individual plans development program the discussion! Experts We are fishing in the same pool of talents! Laggards Decrease the % of laggards by: There are no (high) potentials in the Baby Boom generation • Structure and hierarchical layers; 1 leader • Sharing knowledge • Idealistic and driven • Ambitious, sensitive to status • Vitality and

Employee Performance Review

Transcript: Next Job Team work, innovative, involved, helpful, customer service goal oriented, detail oriented, independent, initiative, organized Courses/Trainings regarding VBA,SQL, Power BI, Power Query, BluePrism Keen to stay on top of my tasks, face new challenges, ready to step in to handle new duties at any moment, achieve the intended objectives of the company, constantly improve my technical skills. Subject Matter Expert, Reporting/Aggregates Analyst. Stick Your Points Lean Six Sigma Green Belt Training (10/2017) Project Management(10//2017) EDI&Invoice(05/2017) S&PA Business Analysis (04/2017) Internal VBA trainings (level 1 and 2); Forwarder Academy / Forwarding Airline Customer Service(02/2014) Innovate 1st process ( Inbound&Outbound) to speed up report preparation from SAP; creating additional sheet with all necessary information about the scope and partners Fastest way of monitoring UK scope(macro connected with SAP) Correcting SQL code in EDI Tracker Manual Metrics based on Power Query and VBA (combining all data from different excel files into one; calculating daily workload; presenting volume and closed idocs on the automatic charts. Iwona Walów Contributions that Met Expectations Prepare and maintain Manual Metrics QlickView Administrator for Pricing Team Create and maintain all tools for Pricing Team(reducing manual work) Prepare trainings for Pricing Team regarding VBA and how to use macro on a daily basis Trainings for new comers about the Pricing Ops processes: Extension process, D2D(how to use the VBA tool), Annual Deal Renewal(how to use the VBA tool), Legacy update, Vendavo as well as showing the fastest way of implementing prices into Vendavo; Being a part of D2D process (create and prepare VBA tools) Macros For EDI BSO Pricing Analyst 10/2017-05/2017 Employee Performance Review Provide troubleshooting and perform root cause analysis, contact with customer and support testing through to implementation for countries that are going to start operating in SAP-still in progress Monitor daily EDI operations: verify EDI transmissions, assure compliance, troubleshoot and perform root cause analysis, data exception handling, and re-processing when necessary Work with customer service teams and super users to gather requirements, business process, define rules in order to build out logic, and respond to requests in order to make sure specifications are followed per the requirements of the client Recommendations for ongoing process improvements(creating VBA tools) to drive efficiency and maximize value realization LMS for Tier1 Organizing EDI presentation overview for new comers BOT Operator for EDI Idoc Tracker BSO SENIOR EDI ANALYST Play to Win Innovate JustDoIT: # 377273-EDI Report Preparation Cycle Time Reduction Implement Vacation Calendar; Organize generic mailbox; Implement the new way of archiving the idocs;monthly reminder in order to do a quality check of all pending idocs at the beginning of each month; Prepare few job-aids for new process Prepare excel file with all useful links for EDI Team Iwona has created a great tool for faster Quality Check. She explained and helped me a lot with a lot of issues of our new process. for created multiple complicated templates with macros for new processes which has appread this month to Pricing team. Iwona was very helpful and explained everything clearly. For huge help in VBA file creation which was connected with automatization process. Za pomoc i wsparcie w przygotowaniu makr. Sharing knowledge, helpful attitude! Za zaangażowanie i chęć pomocy przy aktualizowaniu plików potrzebnych nam do codzinnej pracy. Bez tych plików praca całego teamu byłaby o wiele wolniejsza i mniej efektywna. Iwona stworzyla narzedzie, ktore pomaga w codziennej pracy zespolu Pricing. GOOD JOB! Responsibilities LSO and LSS Awareness training completed before due date All EHS and Compliance Guidelines followed Learn and implement changes for any updates of data standards & process changes Establish good and effective cooperation with process stakeholders Support/ create and update of process documentation Achieve GSC controlled SLA cycle time targets for assigned processes Actively participate / lead LMS meetings (led TIR1 for EDI Team, participated in TIR1 Pricing) organize generic mailbox implement the new way of archiving the idocs prepare excel file with all useful links for EDI Team Technical management and maintenance of the tool in Pricing and EDI Team– in progress ( so far create few macros i automatizations for Pricing and EDI Team) QlikView maintaining- in progress (few trainings with Magda Dymała/Creation of EDI Metrics from the beginning) Participated in development and implementation of process for MSP/ LPC upload for Legacy and Vendavo (Day2Day maintenance) Daily work on Inbound and Outbound Monitoring Cooperate closely with Super Users and CSRs in order to prioritize goals and establish the process flow. Extension process in order to reduce the manual work:

employee presentation

Transcript: I want to own my own home... But I have some obstacles... Questionable Credit No Down Payment I don't know where to start... Community Development Financial Institution (CDFI) NeighborWorks® America Community Second Loans: Brokered Products IHFA City of Meridian City of Boise USDA-RD United Wholesale Mortgage a nationwide network of 240 trained and certified community development organizations at work in more than 4,000 communities across America. NeighborWorks receives funding directly from Congress and distributes those funds to NW chartered members like NHS. Community Second Qualifications: Up to 140% of Area Median Income Median Income = $60,000 for a family of 4 140% of Median = $84,000 What do they cover? (as programs allow) Down payment assistance Closing cost assistance Amounts from $1,500-$50,000 What's it gonna cost? Rates are 2%, 2.5%, or 3% above the first loan rate, based on area median income & family size 2% origination fee $200 processing fee $300 document prep fee $20 wire fee NHS works in partnership with Idaho Housing and Finance Association (IHFA) by originating an 80% 1st mortgage loan that is underwritten, closed and funded by IHFA. NHS Lending is knowledgeable on all IHFA programs. We also utilize the City of Boise to leverage the IHFA 1st mortgage. We work with a local credit unions (Les Bois & Idaho Central Credit Union) in obtaining a first 80% mortgage product that is manually underwritten. The benefit of an 80/20 loan is that it eliminates the Mortgage Protection Insurance fee. *We accept non-traditional credit borrowers. City of Boise: Second mortgage at a maximum loan amount of $35,000 or 25% of purchase price, whichever is less. Interest rate is 1% below the current IHFA rate but no less than 3.5% or higher than 6%. City of Meridian: CDBG (Community Development Block Grant). For first time homebuyers in Meridian. Income guidelines apply. Used as an additional down payment and closing cost grant. IHFA: Programs & Down Payment and Closing Cost Assistance Programs Good Credit Rewards Program NSP (Neighborhood Stabilization Programs) First Mortgage Gift Program (1% or 2%) Advantage FHA Back to Work Program 203K Streamline Rehab Program HARP (Home Affordable Refinance Program) FHA Streamline Refinance. USDA-RD:Guarantee Loan. Star, Middleton, Emmett- Check USDA RD website for eligibility. Legal NHS is certified by the U.S. Treasury Department as a CDFI Funded by Neighborworks America Community Lending IHFA & USDA-RD City of Boise & City of Meridian NMLS# 2881 What if I don't qualify right away?? Brokered Products *rates and programs are subject to changes without notice. NHS Lending, Inc. is a Full-Cycle Lender specializing in Down Payment Assistance Programs. CDFI & NWA Community 2nd Loans Our pre-purchase counselors will review your credit report and put together a plan for them to overcome obstacles to homeownership. Qualify now...or later. NHS Lending can help you purchase a home. We help you overcome obstacles, and find affordable paths to homeownership...and we're local, so you have no excuse. Call us today:).

Employee Presentation

Transcript: Dallas Sports Major League Soccer FC Dallas One of 10 charter clubs in the MLS, having competed since the leagues inception Recreation Transportation Group 5 Max Sellars Kortney Nichols Erin McNamara Hunter Mitchell Qiming Zhang Won 7 Division Titles 2 President's Trophies Western Conference Championship twice The Stanley Cup in 1999 National Football League The Dallas Cowboys "America's Team" Economy National Basketball Association Dallas Mavericks Have sold out 477 consecutive games since December 15, 2001 This is the longest sell out streak in North American sports "A world-class city with a lot to offer its citizens" 5th most valuable basketball franchise in America Dallas, Texas Thank You ! National Hockey League Dallas Stars Shares the record for most Super Bowl appearances Park & Recreation Covers 21,000 Acres More Shopping and Dinning Options per capita Thriving Place for Arts and Culture Most recently, won the American League pennant in 2010 and AGAIN in 2011 Won the NBA Championship in 2011 Made 6 appearances in postseason Dallas Independent School District Highest High School Graduation Rate: 87.7% Top Public Schools Home to Numerous Colleges Final D.C. Location Selection Jacket Tech Education Ranked #1 on Forbes' "Best Cities for Good Jobs and #3 on "Fastest Growing Cities" 7th in US metropolitan GDP Dallas is home to 12 Fortune 500 companies 3rd most popular destination for business travel Dallas Cost of Living Moved to Texas in 1972 Moved to Dallas in 1993 Holds the NFL record for most consecutive home sell-outs Play in 20,295 capacity soccer-specific Toyota Stadium Record of 20 straight winning seasons Major League Baseball Texas Rangers 9th Largest City in the U.S. 4th Largest Metropolitan Area 30 Million Domestic Visitors/Year 6th Highest GMP in the U.S. Average Min. Temperature:55 °F Average Max. Temperature: 76 °F Ranked 16th in the US for public transit DART system has light rail, buses, street cars, commuter rail, and on-call service America's largest light rail system Home to 9th busiest airport in the world

Employee Handbook Review

Transcript: m 1 Employee Handbook 2 p b Y g X F To inform To provide guidance To maintain moral and ethical standards of operations Purpose of the Handbook Purpose of Handbook Open to Feedback Subject to Change Process is Iterative Legally Compliant The Process The Process Employment Benefits Code of Conduct Topic Overview Topics Let's begin with how your employment at the Branson Centre works... Employment at BCoEC A Good Vibes Transparency Results & Accountability Teamwork Creativity Our Core Values Core Values Recruitment: Attract suitable candidates Usually led by HR Selection: Select the best candidate Usually led by Manager Recruitment & Selection Recruitment & Selection Factors to Consider: Skill set available within team Individual Performance Process: Job Description Internal Application Form Technical Assessment Interview Success: Score of < 3/5 Internal Recruitment Internal Recruitment Sources (e.g. Caribbean Jobs, Referrals) Process: Job Ad Posted Submit Resume and Complete External Application Form Psychometric Test (PI) Technical Assessment Interview/s Reference Checks External Recruitment External Recruitment Offer & Acceptance Employment Contract Supporting Documents Team Notified Orientation Selection Selection Internal Recruitment: Can be waived External Recruitment: 90 Days Performance Objectives applied Mid-point review (6 weeks) Terminated by either party Employment Confirmed Employment Not Confirmed Probation Extended (90 days max) Probation Probation 4 Levels: CEO Director Manager Coordinator Organisation Structure Organisation Structure Organisation Chart Operations Department heads this Centre is open Mondays - Fridays from 9am to 5pm Closed on Public Holidays Closed for last 2 weeks in December Opening Hours Opening Hours Paid on 25th of each month Determined by CEO Approved by REMCO Higher Levels have Higher Salaries Each Job Level has a range Determining Factors: Market Rates Company Budget Individual's Qualifications Years of Experience Past Performance Negotiations Salaries Salaries Objective setting session (TM, Mgr & HR) Quarterly review sessions (TM & Mgr) Mid-point review session (TM, Mgr & HR) End of Year review session (TM, Mgr & HR) Performance Reviews Performance Reviews Purpose: To set individual performance and personal development goals for the year When? February - March What? Set 4 Performance Objectives Set at least 2 Learning & Development Objectives How? TM completes first Mgr reviews & makes suggested edits HR facilitates session to review & finalize TM & Mgr Sign-off Objective Setting Objective Setting Purpose: To provide formal feedback to see if TM on track to achieving objectives set When? June - July What? Performance Review L&D Review Core Values Review How? Team completes 360 degree feedback TM completes review form Mgr finalizes review form HR facilitates session for feedback TM & Mgr sign-off Mid-Point Review Mid-Point Review Purpose: Provide formal feedback to see if TM achieved objectives When? January - February What? Performance Review L&D Review Core Values Review How? Team completes 360 degree feedback TM provides comments & scores Mgr provides comments & scores HR facilitates session for feedback TM & Mgr submit final remarks TM & Mgr sign-off End of Year Review End of Year Review APR Form APR Form Performance Goals & Objectives Learning & Development Goals Core Values Final Remarks Signing Double click to edit Section 1: Performance Section 1 Double click to edit Section II: Learning & Development Section 2 Double click to edit Section 3: Core Values Section 3 Double click to edit Section 4: Final Remarks Sections 4 & 5 D Benefits Let's talk about the Good Stuff... Examples - courses, seminars, workshops etc. Covers registration costs, materials, travel etc. Accessible after successful probation Must be aligned with BCoEC goals Not measured but monitored on APR Subject to budgetary constraints Budget of US$500 per TM per year Repayable if TM departs after a year Learning & Development Learning & Development Who is eligible? How is it calculated? Bonus Bonus **Centre's Surplus in Excess Confirmed Full-Time Employee Employed during time of pay-out Completed APR with score of 4 or more Who is Eligible? Eligibility Apportioned based on salary Up to 20% maximum Weighted by achievement of company objectives Based on APR results: 50% based on Section I (score of 4 or more) 50% based on Section III (score of 4 or more) How is it Calculated? Calculations Bonus Allocation Diagram Chart John makes $1,000,000.00 gross per annum Centre met targets with bonus of $5m allotted John's bonus allocation is 3% On his APR John scored: 4.5 out of 5 for his Performance Objectives 3.2 out of 5 for his Core Value Objectives Does John get a bonus? If so, how much? John's Bonus Example John's Bonus Cap is 20% of $1m = $200,000 John's Bonus Allocation = $5m X 3% = $150,000 John's Bonus based on APR: Performance (<4) = YES Core Values (>4) = NO John's Bonus = 50% of $150,000 = $75,000

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