Performance Rating and Distribution Guidance 80% Strong and 100% Rewarded We reward competitively for strong delivery. We offer differentiated rewards for those who help us to deliver breakthrough results through extraordinary performance. Likewise, we send a clear message to lower performers.

After the year-end appraisal, Line Leaders own and drive the assessment process by Assigning performance ratings and PSP nominations Aligning proposals with their direct Line Leader to ensure a shared understanding

for the rationale

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Quick Tip: Before and after assessing employees, Line Leaders should align with their direct line leader to build consensus around top and bottom performance in their business.