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Our performance management approach works to ensure that our people can reach their full potential.
The performance review process is conducted at least annually and is connected with our remuneration and rewards structure. Further, development plans are connected to the review process to ensure our people receive the support and learning opportunities necessary to succeed in their role.
Our people and their managers work together to establish stretching targets. This two-way process ensures that employees identify key priorities for their role and align with the business goals. The process also identifies areas where the employee may need coaching and development.
In 2004 we introduced a Balanced Scorecard evaluation for our senior executives. This balanced approach ensures that our executives are assessed according to measures that are both financial and qualitative (e.g. managing people, customers, community and our environmental agendas).
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