Toronto Dominion Bank

• The earliest predecessor of TD being The Bank of Toronto was founded in theyear 1855 by a group of flour millers and grain dealers.
• The Bank provided essential Banking, insurance and commodity exchange services.
• Industrialistsand financiers founded the Dominion Bank, in the year 1869.
• Overcoming the war years, and the great depression, both banks shared promising growth during the1900’s as they mirrored Canada’s Industrial and Building boom.
• The two banks upon realizing a weak post-war economy constructed an amalgamation in the year1954. Toronto Dominion Bank as we all know it was founded early 1955.

Primary Business Lines

The bank can be brokendown into 4 different categories as shown below:

(a) Canadian personal and commercial banking

(b) Wealth management

(c) wholesale banking services

(d) USA personal and commercial banking

• There are many different ways TD uses employee performance evaluations throughout the organization as a whole.
• Shown below is that of a Customer Service Representative (whom we believe are most important such that they represent the face of the organization):

Their Eyes Were

Watching God

Introduction

• Pay for Performance by definition is a reward system that relates pay to an individuals, groups, or organizations performance.
• It’s a motivational concept where employees get extra compensation for meeting set targets and deadlines.

Corporate Strategy

Toronto Dominion Bank’s corporate strategy is defined below:·

• Integrate the elements of a comfortable customer experience into everything we do
• Be recognized as an extraordinary place to work
• Use our strengths to build out under-represented businesses
• Simplify activities to be an efficient revenue growth engine
• Invest in the future to deliver top tier earnings performance consistently.

Toronto Dominion Bank

Results

Pay-for-Performance

Issues

Employee Evaluations

details

Consistency deals with producing the same results in a performance evaluation every time an assessment is recorded on an employees performance

Transparency is the clarity among the managers and lower level employees to ensure a clear communication network to avoid any discrepancies of their actual performance and the desired performance

Assets

Important

Details

Purpose of Rating Scale

map

Consequences

inaccuracies and bad correlations

a poor managerial system

determines the managers perception of how well their subordinates performed

offers choices from exceptional, quality high, quality solid, improvement required, and developingeir subordinates performed

Based on these a different percentage increase to their pay is allocated to each dimension

Stockholm

(cc) photo by Metro Centric on Flickr

(cc) photo by jimmyharris on Flickr

Budapest

(cc) photo by Metro Centric on Flickr

San Francisco

(cc) photo by Franco Folini on Flickr

Notes

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doodles

notes

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