FAQs_2017 PDR Prcoess_10132017

FAQs – 2017 Year End Performance Development Review Process10. 2017FOR COLLEAGUES1) I have just started with Shangri-La, am I eligible for the year-end PDR?▪Colleagues who are still under probation during the PDR period are exempt from the review.Colleagues who have completed their probation period before 1st of October are eligible for the review.2) I transferred from a sister property in 2017, who should be my performance appraiser?▪In the event if the transfer is before 1 Oct 2017, the former and current manager of the colleague should discuss and mutually agree on the performance feedback & rating. The current manager is responsible for input of rating in the PDR form▪In the event if the transfer is after 1 Oct 2017, the former manager of the colleague is responsible for the review and input of rating in the PDR form3) If I work at a preopening hotel, do I have to participate in the performance review?▪Yes, colleagues in a pre-opening hotel should join the performance review to complete the PDR form in the TMS / on a paper form.4) When would the Leading Metrics results be released?▪The leading metrics results will be shared with the GM in early Nov. You will receive subsequent communication by your management team.5) When will the PDR form in TMS be available?▪The form will be available in TMS from 16 Oct 2017. Please contact your HR team if you encounter any problem in accessing the forms.6) What if I have questions regarding the TMS / PDR form access?▪You may refer to the technical training guide below, or contact your HR.FOR MANAGERS1)For calibration of L5-2 colleagues at hotel level, do we need to go through all individuals one byone at the meeting?▪The purpose of the calibration meeting is to openly discuss colleagues’ performance to ensure objectivity and transparency. For L5-4 colleagues, the focus could be the review of generalFAQs – 2017 Year End Performance Development Review Process10. 2017rating distribution and single out any individual for discussion as needed. For L3-2 colleagues,the focus could be the higher performance (rating 4 or 5) or lower performance (rating 1 or 2).The team could then browse through rating 3s to decide if any of the assessment should be re-calibrated and modified.2)How should the distribution guideline of performance rating be used?▪The distribution guideline should be used as reference to guide the performance assessment decisions. It should be taken as a recommendation rather than restricted to any fixedpercentage.3)Will there be any by-level descriptors of leadership competencies which could be used to discuss& calibrate performance?▪The existing leadership competencies include general behavioural descriptors which can be used in combination with the performance rating descriptions to discuss & assess the “how” part of performance. Starting in 2018, there will be an enhanced set of leadership competency model including by-level behavioural descriptors.4)We are a smaller hotel and do not have Level 1s in the management team, how should weconduct the calibration meeting?▪The structure of hotel level calibration meeting is to have GM and the ExCom members sitting together to discuss and calibrate performance of colleagues in hotel. Therefore, regardless ofthe job grade of the ExCom members, the calibration meeting should be organized in the same manner with GM as the host, ExCom members as participants to discuss colleagues’performance.5)What if there are disputes between managers and colleagues on PDR rating after it’s submitted toHQ?▪Calibration meeting serves as the forum to discuss and agree on colleagues’ performance rating by the management team. Any changes or disagreements on PDR ratings should be brought up and thoroughly discussed at the meeting. PDR ratings as the outcome of the discussion should be considered as “final” and approved by the management team. When managerscommunicate the ratings to their colleagues, focus of the discussion should be on providingconcrete performance feedback supported by examples. In extenuating cases where acolleague has strong disagreement with the PDR rating, it should be discussed with thecalibration host (e.g. GM) and notify HQ with justifications for exceptional approval.FAQs – 2017 Year End Performance Development Review Process10. 20176)How does PDR rating impact on salary increase and bonus?▪The PDR rating is one of the factors to be considered for salary increase and year-end bonus.It’s our organizational goal to create a greater linkage between the two on the journey inbuilding a high performance organization and eventually tie performance (business andindividual) with rewards in the future.7)What does 2018 performance review look like? Will we continue to use calibration roundtableand balanced scorecard?▪The new elements introduced to 2017 PDR process work as the “practice run” for 2018. From the beginning of 2018, individual goals will be aligned with organizational goals to ensureexpectations are set up front, and individual contribution is tied in with business performanceand organization strategy. The calibration meeting will occur in the end of the year during year-end review. Further details on 2018 performance management approach will be communicated in near future.。