Cooperation of managers (dotted line and line) during the YDR

Three moments fostering cooperation

To provide consistent feedback, it s important to develop further cooperation between Managers (line and dotted line) in a full employee centric approach. It s the performance of every one of us that makes the Group strong.

YEARLY DEVELOPMENT REVIEW

YDR stakeholders 05

Functional link is set up in addition to the hierarchical link for the employee working in a matrix operating mode and reporting to different managers. This applies for employees:

Working transversally in a project/program

Holding a position in a business or a support* function and work, without a hierarchical link, under the responsibility of a colleague: - inside or outside of the direction, - holding the same function or not, - on the same or different site, country.

Joining a team on the assignment from another entity (job, function, site, country).

No limit is defined for the number of dotted line managers.

The choice of the dotted line manager is the result of an open and true collaboration between the different players involved.

Managers (line and dotted line) cooperate together on a regular basis to align on goals setting (within the scope of responsibilities), workload of the employee, performance assessment (during the YDR and all along the year).

Priorities are discussed with the dotted line and the line manager, who remains a decision-maker.

A dotted line manager can be identified by employees who work more than 20% of their time under the responsibility of a person who is not their line manager.

*Applicable for all transversal functions (HR, Legal, IT, Purchase, Finance, Compliance, Communication )