Performance Level

1. Identifying the Development Needs Does Not Meet Valued Highly Valued Expectations Contributor Contributor Contributor 4 3 2 1 Key Leader Valued Key Leader Highly Valued Key Leader Non - Performer • Achieves some results. • Achieves most goals, and may • Exceeds most goals – especially • Does not achieve minimum even exceed some. those of high priority. requirement on goals. May be in A • Capable of moving up two or wrong job. more organizational levels OR • Capable of moving up two or • Capable of moving up two or more more organizational levels OR capable of reaching the organizational levels OR capable • Capable of moving up two or more capable of reaching the Executive level. of reaching the Executive level. organizational levels OR capable of Executive level. reaching the Executive level. Non - Performer Leader Valued Leader Highly Valued Leader Potential Level • Does not achieve minimum • Achieves some results. • Achieves most goals, and may • Exceeds most goals – especially B requirement on goals. May be in even exceed some. those of high priority. wrong job. • Capable of moving up one • Capable of moving up one organizational level. • Capable of moving up one • Capable of moving up one organizational level. organizational level. organizational level. Non - Performer Professional Valued Professional Highly Valued Professional • Does not achieve minimum • Achieves some results. • Achieves most goals, and may • Exceeds most goals – especially requirement on goals. even exceed some. those of high priority. • Able to be successful in their C • May be able to be successful in their current job. Able to accept • Able to be successful in their • Able to be successful in their current job. May be able to accept expanded or related current job. Able to accept current job. Able to accept expanded or related responsibilities responsibilities within their expanded or related expanded or related within their current position. May be current position. Able to accept responsibilities within their current responsibilities within their current able to accept another position at another position at the same position. Able to accept another position. Able to accept another the same organizational level. organizational level. position at the same organizational position at the same level. organizational level. PPA Ratings Performance Level A4 A3 A2 A1 B4 B3 B2 B1 C4 C3 C2 C1

2. Identifying the Development Needs Does Not Meet Valued Highly Valued Expectations Contributor Contributor Contributor 4 3 2 1 Key Leader Valued Key Leader Highly Valued Key Leader Non - Performer • Achieves some results. • Achieves most goals, and may • Exceeds most goals – especially • Does not achieve minimum even exceed some. those of high priority. requirement on goals. May be in A • Capable of moving up two or wrong job. more organizational levels OR • Capable of moving up two or • Capable of moving up two or more more organizational levels OR capable of reaching the organizational levels OR capable • Capable of moving up two or more capable of reaching the Executive level. of reaching the Executive level. organizational levels OR capable of Executive level. reaching the Executive level. Non - Performer Leader Valued Leader Highly Valued Leader Potential Level • Does not achieve minimum • Achieves some results. • Achieves most goals, and may • Exceeds most goals – especially B requirement on goals. May be in even exceed some. those of high priority. wrong job. • Capable of moving up one • Capable of moving up one organizational level. • Capable of moving up one • Capable of moving up one organizational level. organizational level. organizational level. Non - Performer Professional Valued Professional Highly Valued Professional • Does not achieve minimum • Achieves some results. • Achieves most goals, and may • Exceeds most goals – especially requirement on goals. even exceed some. those of high priority. • Able to be successful in their C • May be able to be successful in their current job. Able to accept • Able to be successful in their • Able to be successful in their current job. May be able to accept expanded or related current job. Able to accept current job. Able to accept expanded or related responsibilities responsibilities within their expanded or related expanded or related within their current position. May be current position. Able to accept responsibilities within their current responsibilities within their current able to accept another position at another position at the same position. Able to accept another position. Able to accept another the same organizational level. organizational level. position at the same organizational position at the same level. organizational level. PPA Ratings Performance Level Corrective Action A4 A3 A2 A1 B4 B3 B2 B1 C4 C3 C2 C1

3. Identifying the Development Needs Does Not Meet Valued Highly Valued Expectations Contributor Contributor Contributor 4 3 2 1 Key Leader Valued Key Leader Highly Valued Key Leader Non - Performer • Achieves some results. • Achieves most goals, and may • Exceeds most goals – especially • Does not achieve minimum even exceed some. those of high priority. requirement on goals. May be in A • Capable of moving up two or wrong job. more organizational levels OR • Capable of moving up two or • Capable of moving up two or more more organizational levels OR capable of reaching the organizational levels OR capable • Capable of moving up two or more capable of reaching the Executive level. of reaching the Executive level. organizational levels OR capable of Executive level. reaching the Executive level. Non - Performer Leader Valued Leader Highly Valued Leader Potential Level • Does not achieve minimum • Achieves some results. • Achieves most goals, and may • Exceeds most goals – especially B requirement on goals. May be in even exceed some. those of high priority. wrong job. • Capable of moving up one • Capable of moving up one organizational level. • Capable of moving up one • Capable of moving up one organizational level. organizational level. organizational level. Non - Performer Professional Valued Professional Highly Valued Professional • Does not achieve minimum • Achieves some results. • Achieves most goals, and may • Exceeds most goals – especially requirement on goals. even exceed some. those of high priority. • Able to be successful in their C • May be able to be successful in their current job. Able to accept • Able to be successful in their • Able to be successful in their current job. May be able to accept expanded or related current job. Able to accept current job. Able to accept expanded or related responsibilities responsibilities within their expanded or related expanded or related within their current position. May be current position. Able to accept responsibilities within their current responsibilities within their current able to accept another position at another position at the same position. Able to accept another position. Able to accept another the same organizational level. organizational level. position at the same organizational position at the same level. organizational level. PPA Ratings Performance Level Manage Performance A4 A3 A2 A1 B4 B3 B2 B1 C4 C3 C2 C1

4. Identifying the Development Needs Does Not Meet Valued Highly Valued Expectations Contributor Contributor Contributor 4 3 2 1 Key Leader Valued Key Leader Highly Valued Key Leader Non - Performer • Achieves some results. • Achieves most goals, and may • Exceeds most goals – especially • Does not achieve minimum even exceed some. those of high priority. requirement on goals. May be in A • Capable of moving up two or wrong job. more organizational levels OR • Capable of moving up two or • Capable of moving up two or more more organizational levels OR capable of reaching the organizational levels OR capable • Capable of moving up two or more capable of reaching the Executive level. of reaching the Executive level. organizational levels OR capable of Executive level. reaching the Executive level. Non - Performer Leader Valued Leader Highly Valued Leader Potential Level • Does not achieve minimum • Achieves some results. • Achieves most goals, and may • Exceeds most goals – especially B requirement on goals. May be in even exceed some. those of high priority. wrong job. • Capable of moving up one • Capable of moving up one organizational level. • Capable of moving up one • Capable of moving up one organizational level. organizational level. organizational level. Non - Performer Professional Valued Professional Highly Valued Professional • Does not achieve minimum • Achieves some results. • Achieves most goals, and may • Exceeds most goals – especially requirement on goals. even exceed some. those of high priority. • Able to be successful in their C • May be able to be successful in their current job. Able to accept • Able to be successful in their • Able to be successful in their current job. May be able to accept expanded or related current job. Able to accept current job. Able to accept expanded or related responsibilities responsibilities within their expanded or related expanded or related within their current position. May be current position. Able to accept responsibilities within their current responsibilities within their current able to accept another position at another position at the same position. Able to accept another position. Able to accept another the same organizational level. organizational level. position at the same organizational position at the same level. organizational level. PPA Ratings Performance Level Challenge A4 A3 A2 A1 B4 B3 B2 B1 C4 C3 C2 C1

5. Identifying the Development Needs Does Not Meet Valued Highly Valued Expectations Contributor Contributor Contributor 4 3 2 1 Key Leader Valued Key Leader Highly Valued Key Leader Non - Performer • Achieves some results. • Achieves most goals, and may • Exceeds most goals – especially • Does not achieve minimum even exceed some. those of high priority. requirement on goals. May be in A • Capable of moving up two or wrong job. more organizational levels OR • Capable of moving up two or • Capable of moving up two or more more organizational levels OR capable of reaching the organizational levels OR capable • Capable of moving up two or more capable of reaching the Executive level. of reaching the Executive level. organizational levels OR capable of Executive level. reaching the Executive level. Non - Performer Leader Valued Leader Highly Valued Leader Potential Level • Does not achieve minimum • Achieves some results. • Achieves most goals, and may • Exceeds most goals – especially B requirement on goals. May be in even exceed some. those of high priority. wrong job. • Capable of moving up one • Capable of moving up one organizational level. • Capable of moving up one • Capable of moving up one organizational level. organizational level. organizational level. Non - Performer Professional Valued Professional Highly Valued Professional • Does not achieve minimum • Achieves some results. • Achieves most goals, and may • Exceeds most goals – especially requirement on goals. even exceed some. those of high priority. • Able to be successful in their C • May be able to be successful in their current job. Able to accept • Able to be successful in their • Able to be successful in their current job. May be able to accept expanded or related current job. Able to accept current job. Able to accept expanded or related responsibilities responsibilities within their expanded or related expanded or related within their current position. May be current position. Able to accept responsibilities within their current responsibilities within their current able to accept another position at another position at the same position. Able to accept another position. Able to accept another the same organizational level. organizational level. position at the same organizational position at the same level. organizational level. PPA Ratings Performance Level A4 A3 A2 A1 B4 B3 B2 B1 C4 C3 C2 C1

6. Identifying the Development Needs Does Not Meet Valued Highly Valued Expectations Contributor Contributor Contributor 4 3 2 1 Key Leader Valued Key Leader Highly Valued Key Leader Non - Performer • Achieves some results. • Achieves most goals, and may • Exceeds most goals – especially • Does not achieve minimum even exceed some. those of high priority. requirement on goals. May be in A • Capable of moving up two or wrong job. more organizational levels OR • Capable of moving up two or • Capable of moving up two or more more organizational levels OR capable of reaching the organizational levels OR capable • Capable of moving up two or more capable of reaching the Executive level. of reaching the Executive level. organizational levels OR capable of Executive level. reaching the Executive level. Non - Performer Leader Valued Leader Highly Valued Leader Potential Level • Does not achieve minimum • Achieves some results. • Achieves most goals, and may • Exceeds most goals – especially B requirement on goals. May be in even exceed some. those of high priority. wrong job. • Capable of moving up one • Capable of moving up one organizational level. • Capable of moving up one • Capable of moving up one organizational level. organizational level. organizational level. Non - Performer Professional Valued Professional Highly Valued Professional • Does not achieve minimum • Achieves some results. • Achieves most goals, and may • Exceeds most goals – especially requirement on goals. even exceed some. those of high priority. • Able to be successful in their C • May be able to be successful in their current job. Able to accept • Able to be successful in their • Able to be successful in their current job. May be able to accept expanded or related current job. Able to accept current job. Able to accept expanded or related responsibilities responsibilities within their expanded or related expanded or related within their current position. May be current position. Able to accept responsibilities within their current responsibilities within their current able to accept another position at another position at the same position. Able to accept another position. Able to accept another the same organizational level. organizational level. position at the same organizational position at the same level. organizational level. PPA Ratings Performance Level A4 A3 A2 A1 B4 B3 B2 B1 C4 C3 C2 C1

7. Identifying the Development Needs Does Not Meet Valued Highly Valued Expectations Contributor Contributor Contributor 4 3 2 1 Key Leader Valued Key Leader Highly Valued Key Leader Non - Performer • Achieves some results. • Achieves most goals, and may • Exceeds most goals – especially • Does not achieve minimum even exceed some. those of high priority. requirement on goals. May be in A • Capable of moving up two or wrong job. more organizational levels OR • Capable of moving up two or • Capable of moving up two or more more organizational levels OR capable of reaching the organizational levels OR capable • Capable of moving up two or more capable of reaching the Executive level. of reaching the Executive level. organizational levels OR capable of Executive level. reaching the Executive level. Non - Performer Leader Valued Leader Highly Valued Leader Potential Level • Does not achieve minimum • Achieves some results. • Achieves most goals, and may • Exceeds most goals – especially B requirement on goals. May be in even exceed some. those of high priority. wrong job. • Capable of moving up one • Capable of moving up one organizational level. • Capable of moving up one • Capable of moving up one organizational level. organizational level. organizational level. Non - Performer Professional Valued Professional Highly Valued Professional • Does not achieve minimum • Achieves some results. • Achieves most goals, and may • Exceeds most goals – especially requirement on goals. even exceed some. those of high priority. • Able to be successful in their C • May be able to be successful in their current job. Able to accept • Able to be successful in their • Able to be successful in their current job. May be able to accept expanded or related current job. Able to accept current job. Able to accept expanded or related responsibilities responsibilities within their expanded or related expanded or related within their current position. May be current position. Able to accept responsibilities within their current responsibilities within their current able to accept another position at another position at the same position. Able to accept another position. Able to accept another the same organizational level. organizational level. position at the same organizational position at the same level. organizational level. PPA Ratings Performance Level A4 A3 A2 A1 B4 B3 B2 B1 C4 C3 C2 C1