Transcript: RAO - South RAH - Meeting Performance Review Audit Execution 65% of Audit Plan in Aug 17 01 RAO - South Acheived excellence in execution No Return The only way is up! 02 More text here Dream Big Make it happen! 03 More text here Teamwork Find a partner 04 More text here Reach the Top Whatever it takes 05 More text here Success You made it! 06 More text here
Transcript: Product Performacne Engineering. Meril Endo Surgery Performance Review Meeting JAN 2020 PROJECTS Projects Given by Management iseries R&D SUTURE MATERIAL PO INITIATED International Polymer Engineering,AZ ,USA New ePTFE Supplier iseries code & FG spec. *sales bag design & finalized bag 350 received *iseries sample batch produced & sent it for beta evaluation *Bhuvneshwar Plastic surgery conference Ultrasonic Loop Sample Filamide & Filaprop ,Barbed suture Ultrasonic Loop Profound A&N Malfunction identification Meeting planned with Mr. Deepak sharma & Mr.sudhir Product modification going on with supplier 7mm tack Mesh fixation device under process Training of Profound conducted at Meril Academy Profound A&N Malfunction UK BOM Creation MILTONKEYNS & QUEENS – 235 CODES BRISTOL – 22 CODES SOUTH MED – 43 CODES BRADFORD – 197 CODES CROYDON- 128 CODES MANCHESTER – 666 CODES HARROGATE- 417 CODES BACKPOOL – 204 CODES SALISBURRY – 600 CODES MATTER- 39 CODES UK BOM Korea BOM finalization 1014 code design Code & FG description created Korea BOM finalization Rectangular PLEDGET 7X3X1.85mm PPL408761DNP batch created sent to Jaydeep Bhattacharya Rectangular PLEDGET Hemo Seal Suture Introduced Taper ration Design Needle specification finalize BOM creation on going Hemo Seal Suture 1:1 Latin America BOM finalized 910 code Design FG code & Description created Latin America BOM Dr. Gulab C-section Bunch Dr. Gulab C-section Bunch TAPER CUT needle profile Regulated Needle industries TN IH needle team Micro sharp, Bangalore TAPER CUT needle profile regulated Meril Engage Design the suturing pad for Meril Engage Appreciated by YOGINDER SHAHANI sir in front of Management Meril Engage Picture Flash Point Needle *Flash point needle implementation *Brochure created *Needle 3D image creation on going *Needle introduced in UK/Belgium/Brazil/Russia/ & India via iseries *Customized code for robotic surgery & feedback received Excellent Flash Point RC/CT Needle Stapler Force to Fire Checked *Linear stapler - 10 piece *Linear cutter-10 piece *PPH - 10 piece *Circular stapler - 10 piece *Data was submitted to USA FDA Stapler force to fire checked ATEX TECHNOLOGIES USA *5-0 PP suture supplier as RM to ATEX *All needle developed for ATEX , USA sample *Sent for evaluation & 5K pieces order received. *Pledget developing with ATEX, USA ATEX TECHNOLOGIES USA IH Merinium Mesh IH Merunium Mesh *Mesh preparation for *Bio compatibility is ongoing Meta Biomed Suture Meta Biomed Suture PGLA & PDO sample received Observation improvement in KPTS is required in some sizes Same communicated with supplier Silk & Catgut Silk found satisfactory & PR initiated for R&D Purpose Catgut Found not Satisfactory White Silk & Catgut from Yangtai Silk from Ahmedabad Result was fund not satisfactory DHF ri CORD PINION DHF Creation R&D Batches R&D Batches 1.R&D batches Iseries Batches PGN10 2338i PS19001 PGN01 2421i PS19001 PCL50 3204i PS19001 PCL30 1326Ui PS19001 PPL70 8704 i PS19001 QN needle against UK complaint PPL50 8710 PS19001 Meta BioMed sample prepared PGN102346DNL PS19001 PGN012347DNL PS19001 PDX019352 PS19001 PDX409304 EV19001 Ultrasonic Loop Sample batches NYL201111SL 30 EV19002 NYL201111L EV19001 Dr. Gulab C sec Bunch C SECTION SURGICAL BUNCH G PS19001 AIIMS complaint batches PPL50 8556 PS19001 ME617W PS19001 New rectangular pledget evaluation batch PPL408761DNP EV19001 Batch with QN needle PPL50 8556 EV19001 PPL808732 EV19001 ri CORD (ePTFE) PTF207253 RND19001 PTFRI5N04 RND19001 PTFRI6K01 RND19001 PINION (PDO& PGA-PCL) PNDX300134V RND19001 UD PNDX102836 R&D19001 PNCL20414B R&D19001 PNCL300134 R&D19001 Product Performance Performance Evaluation Sample list Artworks No Delay in reviewing artwork Conclusion Conclusion High Performance. High Quality.
Transcript: Step 3 Fill in the online questions Revisit the form in 'past meetings' regularly during the year, prior to the next performance review Performance Review Step 1 Book a date to hold the meeting Have the meeting and agree targets Book 6 month review? Step 2 Step 5 Step 4
Transcript: Assessments: :) :/ Classwork: :) Homework: :( I pulled my grade up in chemistry from a 40 to a 70 in a day. Its the same problem I have in each class, I excel in the work but I just don't turn things in. I've done better this quarter but my problem is that I can't see -.- Assessments: :) :/ Classwork: :) Homework: :) :/ I've done it last year so nothing is new, nothing is hard. Though its still annoying to have to read or do things over again. Assessments have that face because I wouldn't always read and try to catch up in the morning. English III History Assessments: :( Classwork: :/ Homework: :( I would forget I have this class a lot and be annoyed with the work and the books because its the same thing over and over and doesn't hold my interest. I'll be seeing her a lot this quarter to keep up with missed days and whatnot. Global Government: Assessment: :) Classwork: :) Homework: :/ Homework was a lot when she did assign it but it was bearable. It gave me a taste of what it wold be like in college. Ms. Cuccinello is also my favorite teacher now Assessments: :/ Classwork: :) Homework: :) I have no idea how I failed this class or have a low CPG grade for it. I participate every day. Its not my fault that a particular student wants to shake her hips and call it stretching when I need to extend my limbs. I also had a Hip Hop assessment but was absent and forgot to go do the make up because I had class. -.- Why cant I just go act or play floor hockey with smelly freshmen. Sociology: Assessments: :) Classwork: :) Homework: :) I have no explanation for any bad grade. it would probably be due to Dr. Aviles not putting in grades College THANK YOU Algebra 2 Chemistry Performance Review Assessments: :/ Classwork: :) Homework: :/ Surprisingly good quarter for math until it got to the midterm. I carried a B all throughout the quarter. Homework was a problem cause I didn't carry the text book with me and would forget it in the locker. I also don't talk to a lot of people in class so i couldn't get it. Pretty much it I'm looking for jobs. and community service opps. I'm disappointed in myself because I repeatedly say I'm doing it but give up on it after a while. So, I'll be getting on that. I'm joining Hashtag Lunch Bag and looking for animal shelters to volunteer at. I'm also looking to apply to work at Zumiez at Jersey Gardens. I also NEED my drivers license and I'm getting on that. I am also proud of my baking sales. I think they'd help my mom, myself out, and help pay for senior dues which is like $300 for what? English IV WYD? Dance -.- I haven't submitted any applications yet because I'm still waiting for my counselor's "OK". I stopped looking at "Neverland" colleges and have a large selection of some close to home in Jersey and only 2 out-of-state colleges. Im glad I've gotten more realistic. I need to re-take my SAT and ACT and will be registering for it when I get money for it.
Transcript: New Performance Review Template Effective Date: September 1st, 2017 Overview Overview Objective: To review the new performance reivew template and understand how to use it. Template to replace ALL exisiting formats Production Team Member Format Office personnal Catalytic Coaching 30 & 60 Day (condensed version of new format) Template to replace ALL exisiting formats Same template used for all team members Format Format Wage top out removed Added descriptions for scoring Categories divided into three sections Development Goals Team Member Comments Compensation 6 Month or Annual Review? 6 Month: Team members still developing within the position or department Entry level positions, Setup training Annual: Those who have mastered the top position within their department Senior Setup, Senior Operators, Skilled Trades 6 Month or Annual Review? Increases should be given out based on obtainment of development goals. If goals are achieved before next review, an increase may be given prior to the review. Seperate wage increase form will remain in QMS. MINDSET CHANGE Performance review frequency should not be directly assosciated with compenstation increases! How does this effect compensation? Categories Categories 3 Sections of Categories Job Performance Personal Performance Company Performance Added categories: Flexibility Communication Skills Company Mindset Questions? Questions?
Transcript: PERFORMANCE REVIEW Specific Outcomes 1. Identify the Key Performance Indicators (KPI) 2. Relate SWOT Analysis in the realization of the programs, activities and tasks in the SIIP 3. Give suggestions on how to help to implement the SIIP of the school. Performance Appraisal Test Home Visitation Action Plans Annual Reports School Clubbing Teacher-Parent Meetings Definition of 'Key Performance Indicators - KPI‘ A set of quantifiable measures that a company or industry uses to gauge or compare performance in terms of meeting their strategic and operational goals. KPIs vary between companies and industries, depending on their priorities or performance criteria. Also referred to as "key success indicators (KSI)". How to design KPI's? KPIs should be clearly linked to the strategy, i.e. the things that matter the most. KPIs have to provide the answers to our most important questions. KPIs should be primarily designed to empower employees and provide them with the relevant information to learn. DASHBOARD OBJECTIVE Quality Instruction and Learning To produce a competent graduates profecient in all academic aspects integrative of technology and values who will eventually contribute in nation-building. Why use KPI's? Quality Management and Management 1. Qualitative KPI - A descriptive characteristic, an opinion, a property or a trait. Examples are employee satisfaction through surveys which gives a qualitative report. 2. Quantitative KPI - A measurable characteristic, resulted by counting, adding, or averaging numbers. Quantitative data is most common in measurement and therefore forms the backbone of most KPIs. Examples are Units per man-hour. WORKSHOP TIME By the end of 2016, City Central High School will be able to provide all learners with a venue where they can develop their full potentials across the curriculum through sufficient and technologically-driven human and material resources. A KPI can be used to closely monitor the results of actions. Detect potential problems and it can drive improvement. It is reasonable to use the KPI as a tool to improve ongoing process performance. USES OF KPI A key performance indicator (KPI) or performance indicator is used to measure the performance. To make the decision making process easier. Key Performance Indicators (KPIs) help organizations to understand how well they are performing in relation to their strategic goals and objectives. The KPI’s is intended to simply improve future results without reference to external parties and benchmarks. In that case one must develop KPI’s which use existing data available to the organization. Frequency of Data Collection. Should be measured frequently. No connection with the external database. By 2016, City Central High School will become an institution of learning empowering all stakeholders in bringing out the best of the school through full implementation of the School Improvement and Innovation Plan (SIIP). DISADVANTAGES OBJECTIVE Everybody, Somebody, Anybody and Nobody Thank you! What is KPI? This is a little story about four people named Everybody, Somebody, Anybody and Nobody. There was an important job to be done and Everybody was sure that Somebody would do it. Anybody could have done it, but Nobody did it. Somebody got angry about that because it was Everybody’s job. Everybody thought that Anybody could do it, but Nobody realized that Everybody wouldn’t do it. In ended up that Everybody blamed Somebody when Nobody did what Anybody could have done. Identifies everything that is easy to measure and count. Visibility on performance and strategic goal Agility in decision making Efficient management A team work on the basis of shared and measurable objectives. KPI’s do not give answers, rather they raise questions and direct once attention. 3. Low promotional rate OBJECTIVE KINDS OF KPI ADVANTAGES KEY PERFORMANCE INDICATOR 1. Performance effectiveness. 2. For the accuracy, actual reflection of the process, efficacy in delivering the outcome. 3. The effects of a change can be monitored reliably, repeatedly and accurately by KPI. Access to K to 12
Transcript: Template 1 Template 3 Template 2 Template 5 TEMPLATE PRESENTATION Riverstone Web Platform Keep an open mind Template 4 Let's Begin Check your email for link to survey!
Transcript: C.A.P.R.I. Members: Darlene Laursen David Benbow Girish Pandey Jinnie Regli Kim Berens Lance Burma Introduction to the new MEB performance review process Review of other companies' practices Goals Meaningful Consistent Easy to understand Collaboration of feedback Linked to Career Development Separate SMART goal training to follow Personnel Folders Who has access to my personnel folder? You Your Manager Equity Principals Employees may drop anything into personnel folders; however, once placed in the folder the item cannot be removed Locate your Personnel Folder and self/peer input forms: Windows Explorer P:\Drive JANUARY PURPOSE OCTOBER Questionnaires for self and peer input collected Manager draft reviews submitted to EPs EP approval of reviews Review Form Timeline Purpose Summary of research and analysis Schedule of events Review of Materials Mid-year check in esearch & Analysis DECEMBER Problems SEPTEMBER Annual Performance Reviews administered to all MEB Employees Employee/manager sign and date form following review Employee scans signed review form into electronic personnel folder Financial Controls receives list of applicable salary adjustments Review of MEB Current Practices MEB Employee Interviews 2011 Salary adjustment effective first payroll Rating System Form Timing Confidentiality Personal Development 2012 Peer Input Form Questions? Calandar for employee review process published Review cut off date for new hires Refresher session for managers New hire informational session Questionnaires for self and peer input distributed To provide the opportunity for the employer and employee to discuss both past performance and the employee's future aspirations in relation to the company's future needs. Important to note: Manager selects I+ peer(s) for input Employee selects I peer for input Return completed forms via email to manager Manager will try to keep feedback anonymous on review form Note: Dates for employees in the India office will be pushed back 3 months due to the office fiscal year end JUNE Materials Review of other regions' current practices Self Input Form NOVEMBER New process rollout meetings to employees Important to note: To be filled out by the employee annually and emailed to manager Includes tracking of CPE credits Goals and tasks: Current year recap: this is the employee's chance to highlight their accomplishments over the past year and provide their own input Future year planning: Starts the next year's planning for goals and assigned tasks Important to note: Feedback should encompass work over the entire year, not focused on one sole event or the most recent event. Goals and tasks will be reviewed at the mid-year check in. Compensation adjustment is not guaranteed. Signing form acknowledges receipt of review, it does not signify 100% agreement with statements.
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