2022 mid year goal status review

[Audio] Welcome to the information session regarding Mid-Year Reviews as part of our Annual Goal Planning process. Today I am going to step you through what you need to do to prepare for and complete your mid-year review process. Before we go to the preparation, let's quickly review the whole process to ensure we are all clear about the steps we have undertaken thus far, and what still lies ahead. (click).

[Audio] Here is the lifecycle and timeline of our annual goal planning process. (click) Luerssen Australia uses a cascading approach to setting business goals. It starts with our CEO establishing the strategic goals for the business and sharing them with the Senior Management team for by-in and input thus establishing priorities. They then used these goals to set their departmental goals and priorities for the coming year. (click) In February Managers worked with you to develop individual SMART goals documenting objectives and actions using the annual goal plan form. Details were recorded about how you would contribute to the department goals and in turn, influence our strategic results. You may also have laid out a development plan showing the learning or training you would undertake to assist in meeting the outcomes of your goal plan. Since the goals were set and agreed in February you have worked on undertaking actions and delivering results. You may have had informal feedback and discussions regularly with your Supervisor or Manager enabling you to get feedback on your progress, remove barriers, coach for continuous improvement and even updating objectives if required due to business movement. (click) Now it is time for the formal feedback process known as the mid-year review. It occurs between July and August. It is a one-to-one meeting between you and your Manager allowing for discussion, feedback and recognition against the work performed by you against your set goals. As part of this meeting, your Manager will give you a formal rating against each of your goals, marking the outcome of your progress so far. After the mid-year review you will continue working against your goals and priorities, contributing to the success of Luerssen Australia. (click) As the process indicates, the end of the year will bring another formal meeting with your Manager, known as the ' End of Year Performance Review'. At this meeting you will again formally assess your progress against each goal, rating the outcome for the period. As it is an end of year wrap up, your Manager will then finalise all ratings and outcomes to determines an overall performance rating for the year. I will be back with another information session letting you know how to prepare for this review later in the year. Let's get back to the Mid-Year Review and find out in more detail what you need to do. (click).

[Audio] A Mid-Year Status Review is a one-to- one meeting between the you and your Manager whereby you formally review each of your set goals to consider the results and standards of performance that have been achieved in relation to the original plan for the first half of the year. It is not solely focused on the rating however, it is a two-way discussion and continuing dialogue about your role, responsibilities and how they are contributing to the organisation's performance and culture. (click) At this meeting, your Supervisor/Manager will discuss each goal in detail, highlighting accomplishments, results, successes, challenges, barriers and opportunities for improvement inclusive of actions for the remainder of the year. They should help you identify any areas where improvement may be necessary or performance could be enhanced and you can also have the opportunity to discuss areas where you could have used more help or will need it in the future. (click) Your Supervisor/Manager will give feedback on your standard of performance using the traffic light rating, outlining where you are exceeding standards, meeting standards or may need to increase your effort. The traffic light system is a colour coded rating key, giving a score for % complete and/or meeting expectations. Green is used if the goal is 100% complete and/or performance meets or exceeds expectations Yellow is used where the goal is partially completed as expected - between 51% and 99% complete and/or performance is slightly below expectations Red is used if the goal is incomplete – under 50% complete compared to expectations at this date and/or performance below expectations At the conclusion of your review, your Supervisor/Manager will update your goal plan form with the agreed rating against each goal inclusive of some supporting commentary. (click).

[Audio] So how can you prepare for your review? (click) Firstly you should start by reviewing your goal plan and make notes against your goals detailing information such as Accomplishments, results & successes (against goals, skills & competencies) Feedback you may have received from supervisors, peers, stakeholders, others Challenges and barriers Improvements or improvement opportunities Outside factors that may have had an effect on performance (click) I strongly encourage you to collate evidence to show progress and performance results to support your notes, remembering that your review is not just about 'WHAT' you are doing (performance) but 'HOW' you are doing it ( behaviours/ values) Your Manager will set a meeting with you ahead of time, and may even request commentary and evidence prior to the meeting. If you are unsure as to what your Manager will require, I encourage you to speak with them ahead of your meeting so that you are prepared. (click).

[Audio] If you are still in your probation period you will be on a probation goal plan, which will follow the review periods associated with your commencement timeline. Your reviews will be set by your Manager to align to that timeline. Probation goals are set-up as learning or intermediate goals. They are formed using the cascading business goals though closely linked to job task. These goals are designed to allow you as a new employee, the opportunity to develop and grow the new skills, competencies and knowledge required perform in your role. Upon successful completion of your probation, your Manager should share the department goals with you, and together you will set your goals for the remainder of the current year, thus moving onto the Annual Goal planning process..

[Audio] After the mid-year review you will continue working against your goals and priorities, contributing to the success of Luerssen Australia. Your Supervisor/Manager will update your goal plan with commentary and the agreed rating against each goal. A copy of your goal plan will be sent to you and to HR for record keeping (click).

[Audio] Thank you for your attention. If you have any queries, observations or comments, please direct your questions to either your Manager or HR.

Revision Reason for Revision Comments Revision Details Date Released 00 First version creation New Document Final document 01 Continuous improvement Updated for 2022 and s plit presentation to cater for audience (Manager & Employee) Final document.