Individual Performance Goals Sample Clauses

Individual Performance Goals. If the Committee determines that the Award shall be attributable, in part, to a Participant’s achievement of individual Performance Goals, such achievement shall be determined by the Committee after consulting the person to whom the Participant directly reports.
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Individual Performance Goals. A Participant's individual performance Goals are classified into three categories: Company financial performance, Functional area financial performance, and MBO performance. The Company Financial Performance Goals are determined for each quarter and for the year as a whole, with each quarterly Goal and the total annual Goal representing, on a stand alone basis, 20% of each Participant's target for the Company Financial Performance component of his or her program. The Functional Financial Performance Goal and the MBO Performance Goal evaluation and analysis will be on an annual basis. The PIP award payouts and the Super Bonus award payouts corresponding to levels of achievement of Company Financial Performance Goals are set forth on Exhibits A1 - A5. The PIP award payouts for meeting or exceeding Functional Area Financial Goals and each Participant's individualized MBO Performance Goals are set forth on Exhibits B and C, respectively. The CEO and the person to whom the Participant reports ("Manager") will determine the Participant's Goals at the start of each year. A review of these Goals will be an ongoing process. Any changes during the year must be approved by the Manager and, if appropriate, by the CEO. Each Participant and his or her Manager are encouraged to have performance evaluations during the year to monitor progress and, if necessary, to modify Goals (with the approval of the CEO, if appropriate) for the balance of the year. The following table illustrates performance Goals for different types of management positions: ------------------------------------------------------------------------------------------------------------------------- Performance Goals Based on Position and Role -------------------------------------------------------------------------------------------------------------------------
Sample 1
Individual Performance Goals. The Performance Goals that will be applied to determine the amount of the award earned based on the Participant’s performance shall be measured by the Participant’s latest performance rating. The percentage of Performance Share Units earned and the corresponding performance rating range is set forth in the following schedule. Performance Rating Percentage of Earned Performance Share Units [insert criteria] [insert percentages]
Sample 1
Individual Performance Goals. PERFORMANCE RATING INDIVIDUAL PERFORMANCE AS A % OF TARGET AWARDS ------- -------------------------------------------------------------- ---------------------------------------------- ------- -------------------------------------------------------------- ---------------------------------------------- 4 - Leading Edge - Performance is the very best we can expect of an employee in a given position. The employee has consistently performed far beyond expectations and has 150% demonstrated outstanding skill, knowledge and initiative in the job. This rating recognizes truly outstanding contribution to the organization, within and sometimes outside the scope of the position. The individual's job accomplishments have made significant impact on the mission of the department and company. ------- -------------------------------------------------------------- ---------------------------------------------- ------- -------------------------------------------------------------- ---------------------------------------------- 3 - Out in Front - The employee consistently demonstrates -------------- performance at levels which exceed position requirements. The employee can be counted on to achieve high quality results on even the most difficult and complex parts of the 125% job. The employee does advanced planning, anticipates problems, and takes appropriate action. Each work assignment or project is done thoroughly and completely. ------- -------------------------------------------------------------- ---------------------------------------------- ------- -------------------------------------------------------------- ---------------------------------------------- 2 - With the Pack - Performance is full, complete, and satisfactory. It is what is expected of a fully qualified and experienced person in the assigned position. This rating indicates no serious deficiency in any major element 100% of the job. The employee works with a minimum of supervision. This is a good rating; it does not imply mediocrity. ------- -------------------------------------------------------------- ---------------------------------------------- ------- -------------------------------------------------------------- ---------------------------------------------- 1 - Needs to Improve - Performance is generally satisfactory, but sometimes falls below an acceptable performance level. Close supervision and coaching are required particularly in areas where results have been insufficient. Some 50% improvemen...
Sample 1
Individual Performance Goals. Specific goals assigned to an employee by the supervisor that describe detailed results that are to be achieved and which are described in the employee’s performance plan. A minimum of one goal must be assigned to an individual; however, three to five goals may be appropriate given the complexity and grade of the position. Each individual performance goal is a critical element unless defined as a developmental or team goal by the rating official in the goal title.
Sample 1

Related to Individual Performance Goals

  • Performance Goals A. The Trust and State Street have developed mutually acceptable performance goals dated March 1, 2011 , and as may be amended from time to time, regarding the manner in which they expect to deliver and receive the services under this Agreement (hereinafter referred to as “Service Level Agreement”). The parties agree that such Service Level Agreement reflects performance goals and any failure to perform in accordance with the provisions thereof shall not be considered a breach of contract that gives rise to contractual or other remedies. It is the intention of the parties that the sole remedy for failure to perform in accordance with the provisions of the Service Level Agreement, or any dispute relating to performance goals set forth in the Service Level Agreement, will be a meeting of the parties to resolve the failure pursuant to the consultation procedure described in Sections V. B. and V.C. below. Notwithstanding the foregoing, the parties hereby acknowledge that any party’s failure (or lack thereof) to meet the provisions of the Service Level Agreement, while not in and of itself a breach of contract giving rise to contractual or other remedies, may factor into the Trust’s reasonably determined belief regarding the standard of care exercised by State Street hereunder.

  • Performance Measure The specific representation of a process or outcome that is relevant to the assessment of performance; it is quantifiable and can be documented

  • Performance Criteria The Performance Criteria are set forth in Exhibit A to this Agreement.

  • Performance Goal (a) Subject to the following sentence, the Performance Goal is set out in Appendix A hereto, which Appendix A is incorporated by reference herein and made a part hereof. Notwithstanding the foregoing, the provisions of Section 13 or any other provision of A-1 this Agreement to the contrary, the Committee reserves the right to unilaterally change or otherwise modify the Performance Goal in any manner whatsoever (including substituting a new Performance Goal), but only to the extent that the Committee has first determined that the exercise of such discretion would not cause the Performance Share Units to fail to qualify as “performance-based compensation” under Section 162(m) of the Code. If the Committee exercises such discretionary authority to any extent, the Committee shall provide the Grantee with a new Appendix A in substitution for the Appendix A attached hereto, and such new Appendix A and the Performance Goal set out therein (rather than the Appendix A attached hereto and the Performance Goal set out therein) shall in all events apply for all purposes of this Agreement.

  • Ongoing Performance Measures The Department intends to use performance-reporting tools in order to measure the performance of Contractor(s). These tools will include the Contractor Performance Survey (Exhibit H), to be completed by Customers on a quarterly basis. Such measures will allow the Department to better track Vendor performance through the term of the Contract(s) and ensure that Contractor(s) consistently provide quality services to the State and its Customers. The Department reserves the right to modify the Contractor Performance Survey document and introduce additional performance-reporting tools as they are developed, including online tools (e.g. tools within MFMP or on the Department's website).

  • Performance Targets Threshold, target and maximum performance levels for each performance measure of the performance period are contained in Appendix B.

  • PERFORMANCE OBJECTIVES 4.1 The Performance Plan (Annexure A) sets out-

  • Performance Measures The System Agency will monitor the Grantee’s performance of the requirements in Attachment A and compliance with the Contract’s terms and conditions.

  • Performance Metrics In the event Grantee fails to timely achieve the following performance metrics (the “Performance Metrics”), then in accordance with Section 8.4 below Grantee shall upon written demand by Triumph repay to Triumph all portions of Grant theretofore funded to and received by Grantee:

  • Goals Goals define availability, performance and other objectives of Service provisioning and delivery. Goals do not include remedies and failure to meet any Service Goal does not entitle Customer to a Service credit.

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