Managing Performance at C&S

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[Audio] Each quarter leaders and their employees will meet to discuss performance against goals, the impact of leveraging the C&S Way to achieve results, and development. The C&S performance management experience fosters a culture of continuous improvement, feedback, and growth to achieve our company's strategic growth plan. The overall experience supports strategic clarity, a stronger emphasis on how we achieve our goals through the values and the C&S Way and provides opportunities for continuous feedback and development..

[Audio] As leaders we should be assessing on the performance and contribution of the work that was performed in comparison to the goals that were set. Throughout the year, goals may change. A leader can leverage that goal to highlight the priority shift and assess the performance against that new work.

[Audio] During Q1, leaders should meet with each of their employees to: Set and review objectives and work priorities Discuss how objectives and work priorities support the strategic growth plan Consider the impact you will have by leveraging the C&S Way Discuss how he/she will demonstrate the values as they execute against objectives and work priorities Warehouse employees do not need to complete a self-review, but the rest of the process is very similar to the non-warehouse process. Additionally, warehouse employees will need to acknowledge that they have received their review in Workday. During Q2, leaders schedule a value visit where they will meet with their employees to discuss: Relevancy of goals Performance against goals The impact you have made by leveraging the C&S Way Demonstration of the values During Q3, employees take charge of the value visit with their leader and drive the discussion around: Relevancy of goals to the strategic growth plan Progress made in achieving the goals How you have been living the values The impact made by leveraging the C&S way What developmental support is needed During Q4, Warehouse Employees and leaders will meet one-on- one for a year-end summary conversation. The first half of the conversation should cover past performance, and the second half should be dedicated to future development and goals. Pay for performance is also a part of the year-end review process. You can find more information about pay for performance in the compensation section of the process guide.

[Audio] In Workday you can access all things performance management related using the performance management worklet on your home page. This is where you'll go to create your own goals, do self-reviews, evaluate your employees if applicable, and run reports.

[Audio] Workday's reporting function offers a performance review status report that will be valuable in helping you keep track of outstanding performance review statuses when needed. Additional reporting is also available to help you track goals that have been set in Workday.

[Audio] The following are a few additional resources and job aids to help you during the performance management cycle. The majority of these can also be found in your performance management worklet in Workday, and of course, you can always request more information from your leader. Goal Setting Employee Job Aid- This job aid walks you through how to enter your goals into Workday. SMART Goals Job Aid– This job aid introduces you to SMART goals and gives you instructions for creating your own. Adding Goals to Year-End Review – This document walks you through how to add goals to your year-end review if some or all of your goals were pending manager approval when the review was launched or if the goals were not entered into Workday. Receiving Feedback Job Aid– This document gives you tips on effective listening practices so you're better prepared to understand and act on any feedback you receive during the performance review process. Performance Management Experience Job Aid – This document gives an overview of the performance management experience at C&S. It's a quick read to refresh/re-align with your business area on the performance management cycle at C&S..

[Audio] The following documents will give you additional information regarding our company values: Strategic Growth Plan Values C&S Way.

[Audio] Performance Competencies help us ensure we all understand what performance looks like across C&S and creates consistency in how we rate employees. Performance on the following competencies are explained and rated: Safety Attendance Productivity Initiative Quality Values

[Audio] At C&S we use a 5 point rating scale to assess performance and provide the ability to differentiate our talent. The 5 point rating scale is: Significantly Exceeded Expectations Exceeded Expectations Met Expectations Met Most Expectations Missed Expectations There is also a rating option for those too new to rate to account for employees who are new to the company or their position.

[Audio] The overall experience of the C&S Performance Management process supports strategic clarity, a stronger emphasis on how we achieve our goals through the values and the C&S Way and provides opportunities for continuous feedback and development.