OPR – Definitions & Decision Tree

1. OPR – Definitions & Decision Tree Y OPR = 1B Is the employee aligned with the AB InBev culture? Has the employee been with the company at least 6 months? Is the employee achieving results in the current function / role? Did the employee receive clear and honest feedback AND have a recovery plan? Y Y N OPR = 1A N N N N Y OPR = 1B OPR = 2 Do we have evidence that the employee has potential to perform a higher-level position? (Use four A’s) Is the employee a solid performer or a specialist? N OPR = 3B Y OPR ACTIONS Ready for promotion one band up. Manager + People team should identify next position(s). Include in the succession plan and see if there is someone ready to fill their current position. The individual should be promoted one band up. (Action – Promote) 4A Y Ready for Promotion one band up in 1-2 yrs. Identify possible future positions. Development plan should be updated to develop for future positions (e.g., cross-functional moves that may be necessary for their development). Must continue to deliver results in current role to be promoted in the future. (Action – Develop for promotion, Lateral Move or Keep in role) (Only for bands 0-IV). If the next position requires mobility - is the employee mobile and have at least English level 3? 4B Is the employee ready for a promotion (one band up) in the next 12 months? Y Y OPR = 4A Potential for promotion. Employee should continue delivering results and manager must provide clarity and articulate what is required for promotion. Participant must either move to 4B or 3B within 2 OPR cycles (3A max 24 months). Manager should explain next steps to employee. (Action – Keep In Role, Lateral Move) 3A N N Performing well in current role at current level. Employee should stay at the current level for the foreseeable future. Options include additional challenges in current role, lateral/cross-functional moves, and a special project. (Action – Keep in role or Lateral Move) 3B OPR = 3B Is the employee ready for a promotion (one band up) in the next 1-2 years? Y OPR = 4B New to the company. Not enough data to evaluate the employee. Guarantee on boarding, on the job training, strong integration plan and development plan (Action – Keep in role) 2 Not performing. Create an action plan. Manager + People team to define and execute a recovery plan (re-evaluate in 6 months). (Action – Recover Underperformance) 1A N Not cultural fit. Performance not recovered and now dismissal. Manager + People team define and execute a transition plan (dismiss within 3 months & identify successor). (Action – Dismiss) 1B OPR = 3A