Peak Performance Plan: Personal Data

PEAK PERFORMANCE PLAN
Personal Data
Name BENEDICT S. ARELLANO Job Group Sales & Market Execution Title Manager Directorate National Key Accounts Locatio n Manag er Central Metro ERIC C. MONTINOLA Yea r 2010
Individual Performance Objectives

Performance objectives are the whats that clearly align with company objectives, and strategic business priorities. Associate SelfManager Mid-Year Year-End 3-5 Objectives Assessment Assessment Status* Rating*
Set objectives in the Individual/Goals page Associate comments on performance throughout the year Manager comments on performance throughout the year Select One: On Track Off Track Set ratings in the Individual/Goals page
DIRECT ACCOUNTS:
DIRECT ACCOUNTS:
Current achievement YTD is Actual9,736,721 94% BP-10,322,581 LY-8583193 113.4% >Actual volume is down by 6% as a result of CokeOne sytem glitches resulting to undelivered orders, however growth against last year is quite exemplary. Percent growth for direct served account is at 13.4% which is .6% shy of the target as a result of the CokeOne system glitches
On Track
Off Track
Peak Performance Plan P3_rev_04-14-2010

Name: BENEDICT S. ARELLANO Position: Group Sales & Market Execution Manager Manager: ERIC C. MONTINOLA Year: 2010
Associate SelfAssessment
Volume attainment for Indirect routes is up against BP as well as last year Actual- 28,283,824 105.8% BP-26,727,025 LY-23466268 120.5% Total RED results for P6 is 58% against target of 87% still a big room for improvement
3-5 Objectives
INDIRECT ACCOUNTS:
Manager Assessment
Mid-Year Status*
Year-End Rating*
On Track
Actual overall RED Score vs RED target.
Off Track
90% AR Currency for Direct Collected accounts.
Compliance to established AE Routines
>YTD Call efficiency is at 82% against target of 100% as a result of AE adhoc deliveries during CokeOne live run and coordination with PAG on delivery fulfillment in Period 5 >YTD Strike rate is at 87% against target of 85%
On Track

Personal Data
Name Job Title Directorate BENEDICT S. ARELLANO Group Sales & Market Execution Manager National Key Accounts Location Manager Central Metro ERIC C. MONTINOLA Year 2010
Individual Objectives/Goals What do you plan to achieve? Provide a rating (EP, SP+, SP, SP-, DP, NP) on each
objective/result. Implementation Metrics Objectives/Goals Strategy/Plans Timing SP
DIRECT ACCOUNTS: 100% BP Target Achievement. 100% Call Efficiency and minimum of 85% Route Productivity. Periodic 100% BP Target Attainment
Results
Evaluate your performance against your objectives, providing specific details and measures to do so
Year-End Ratings
Self Manag er
EP
>100% BP Target Attainment
DIRECT ACCOUNTS: 14% Growth vs PY.
100% Call Efficiency and minimum of 85% Route Productivity.
Periodic
14% Growth vs Prior Year
>14% Growth vs Prior Year
INDIRECT ACCOUNTS: 100% BP Target Achievement.
Colaboration with Account Management Team; Delivery Monitoring; RED Monitoring
Periodic
100% BP Target Attainment
>100% BP Target Attainment

Name: BENEDICT S. ARELLANO Manager: ERIC C. MONTINOLA
Objectives/Goals Strategy/Plans
Position: Group Sales & Market Execution Manager Year: 2010

Implementation Metrics Timing SP EP
>100% Achievement of Territory Target
Results
Evaluate your performance against your objectives, providing specific details and measures to do so
Year-End Ratings
Self Manag er
Actual overall RED Score vs RED target.
90% AR Currency for Direct Collected accounts.
Implementation of SOVI, BPPC, Availability, Activation, Cooler Compliance, SRP based on standard set per channel. Monitoring due dates; On-time collection Collaboration with NKA Finance - AR Shared Timely submission of reports; 100% Call Efficiency and minumum of 85% Route Productivity; Promo / Drive Period Monitoring
Periodic
100% Achievement of Territory Target
Periodic
90% Currency
Above 90% Currency
Compliance to established AE Routines
Periodic
100% achievement based on AE Routines Scorecard
Above 100% achievement based on AE Routines Scorecard
Overall Rating

Name: BENEDICT S. ARELLANO Manager: ERIC C. MONTINOLA
Additional Notes/Comments
Position: Group Sales & Market Execution Manager Year: 2010
PEAK PERFORMANCE PLAN CORE COMPETENCIES

Personal Data
Core Competencies
Core competencies are the hows in performing our work, and achieving business results. Through conversation, managers and associates should clarify the expectations for how to do the work and the behaviors associated with it, based on tier. Refer to the P3 Pocket Guide for competency tier definitions. These expectations then become the basis for on-going feedback, coaching, and a rating at the end of the year.
Core Competency
Associate SelfAssessment
Associate captures comments and examples of demonstrating the competency throughout the year
Manager Assessment
Manager captures comments and examples of demonstrating the competency throughout the year
Mid-Year Status*
Select One: On Track Off Track
Year-End Rating*
Select One: EP Exceptional Performance SP Successful Performance DP Developing Performance NP Not Meeting Performance Expectations
Drives Innovative Business Improvements
>Develops insights from internal and external sources and takes risks to implement leading edge solutions. SITUATION- Need for a dedicated service team for NKAD accounts at branch level TASKCreated the Sales and Market Execution team composed of 45 Account Executives, covering the areas of South and North Luzon, GMA and Visayas. RESULTS- With the
On Track
Peak Performance Plan
6
P3_rev_04-14-2010

Core Competency Associate SelfAssessment
infusion of the SMEX team in the NKAD system YTD volume performance for NKA is at 25% up against BP and 42% growth against Last Year. >Connects strategies and tactics to the growth paths of the organization SITUATION- Route building requirements for execution team TASK- In coordination with the National CSS team was able to create individual routes for total active SMEX Territories. RESULTS- Implemented and operationalized 45 AE routes servicing 7,896 NKA branches. >Defines accountability such that everyone is responsible for contributing to successful outcomes risks and >Addresses obstacles by working closely with the team to devise plans to overcome them. SITUATIONPerfromance measurement of Account Executives and Market Execution Managers. TASK- Crafted a
Manager Assessment
Mid-Year Status*
Year-End Rating*
Balances Immediate and LongTerm Priorities
On Track
Delivers Results
On Track

RESULTS - Total SMEX Direct volume performance is at 94.3% and YTD growth is at 13.4% Imports and Exports Good Ideas >Leads change efforts that help the company to achieve increased profitability SITUATION-Increased incidence of undelivered orders of direct derved outlets/branches TASK-as part of their responsibility Each AE is required to monitor and ifneeded coordinate with PAG the status ofd their booked orders from start to finish meaning until delivery of the goods is completed. RESULTS-With the initiatives taken by the AE fill rates for Direct served outlets have significantly improved from 60% to 75% >Communicates effectively and with impact to motivate others to realize their potential. SITUATION- The new team
Manager Assessment
Mid-Year Status*
Year-End Rating*
On Track
Lives the Values
On Track

motivating them to be the best they can be. TASK- Each associate is treated like a member of the family and is encouraged to present his/her ideas in improving the day to day operation of the team, each Territory is encouraged to celebrate success and face challenges with a positive attitude and demeanor. RESULTSThe SMEX has continuously hit its direct targets against last year and is a significant contributor to the overall performance of NKAD for 2010 given the high morale of its members and the eagerness of each and everyone to deliver positive results.
Manager Assessment
Mid-Year Status*
Year-End Rating*
Core Competencies (Leader of Leaders)

Builds Vision and Strategy Influences the System Builds a Winning Culture
Overall Rating

Personal Data
MID-YEAR REVIEW DISCUSSION

The Mid-Year Review is a great opportunity to check-in on how things are going. Use the space provided to capture a summary of progress toward this years objectives. Associate Self-Assessment:
Manager Assessment:
Mid-Year Status (On Track or Off Track): -
Date:
YEAR-END REVIEW DISCUSSION

This is a summary of the years accomplishments, strengths, development needs, and examples of how the values were brought to life. Associate Self-Assessment:
Manager Assessment:
Overall Rating (EP+,EP,EP-, SP+,SP,SP-,DP,NP): -
Peak Performance Plan
10
10
P3_rev_04-14-2010
Personal Data
Associate Signature : ____________________________________
Date: _______________________
Managers Signature : ____________________________________
Date: _______________________
Your signature indicates acceptance of, not necessarily agreement with, the data contained in this document. Pursue the appropriate channels to appeal issues related to the Performance Management process.
PERSONAL DEVELOPMENT AND CAREER PLAN

Personal Data
DEVELOPMENT PLAN
Development plans are typically created once performance plans have been established, and consist of specific development action plans and summaries of strengths and development areas.
Step 1: Summarize Strengths

Highlight 2-3 strengths (e.g. competencies, values, and/or skills) that should continue to be leveraged to impact results.
Step 2: Summarize Development Areas

Highlight 2-3 areas of development (e.g. competencies, values and/or skills) that would increase the ability to impact results.
Comments
This section can be used for miscellaneous comments or notes by the associate or manager.
Development and Career Plan
12
12
P3_rev_04-14-2010

Name: Manager: ERIC C. MONTINOLA Position: Year: 2010
Step 3: Create Action Plan

Create an action plan for competencies or development areas needing development. Identify specifically what actions will be taken to address the development need. (Examples include: special projects, classroom training, e-learning, or on-the-job development.) There is no mandate for the number of action steps. Individuals can provide up to seven.
Competency or Development Area
Type of Solution
Training, self-study, etc.
Detailed Action Steps

How will you know youve been successful?
Target Date
Status
Complete
14
14
P3_rev_04-14-2010

CAREER PLAN
The Career Plan captures overall aspirations as well as other information related to education, mobility, and other accomplishments.
Career Aspirations
Career Aspirations (0-1 year)
Career Aspirations (2-3 years)
Career Aspirations (3+ years)
Mobility and Language Capabilities

Indicate your location preferences and language capabilities. % Willing to Travel: Willing to Relocate? Relocation Restrictions: Language & Proficiencies: List up to five of your language capabilities and level of proficiency. Enter Language Language Proficiency (Native Speaker, Fluent, Good oral/written communication, basic working knowledge, learned at school)
15
15
P3_rev_04-14-2010

Career History
Provide an overview of your 5 most recent assignments and any additional career history. Route Salesman General Santos Plant Cotabato Sales Office (1995) Special Projects Coordinator for One-way Products - 1997 Dealer Development Coordinator (DDC)- General Santos Plant- 1998 Sales Services Supervisor (SSS)-General Santos Plant- 1999 District Sales Supervisor Cotabato Sales Office 2000 District Sales Supervisor Plant Routes-2001 Lead DSS Territory - 4 South East Mindanao Area - 2002 Selling Systems Training Head NWM Area-2003 Territory Sales Manager T5 North West Mindanao Area (Iligan-Lanao del Sur Area) 2003-2006 (mid-year) Territory Sales Manager T1 North West Mindanao Area (Butuan-Surigao Area) 2006 (balance year)-2008 (Mid Year) National Group Key Accounts Manager-OFF-Premise 2 - 2008-2009
Other Key Highlights

Include your awards, speaking engagements, memberships, community involvement, etc. Enter using following format: mm/dd/yyyy text description. August - October 2000 - Participant CCBPI delegation Olympic Thirstbreakers Team 2000 Olympics Sydney, Australia September 2002 Designed total operational Set-up for an additional Territory for North West Mindanao Area (Territory 5) and manned it in 2003 as Teritory Sales Manager for 3 years January 2008 - Awarded by Senior Leadership as the 2007 Territory Sales Manager of the Year for total National based on RED parameters. January 1984-85 - Installed as Junior Councilor- International Order of DeMolay Graciano Lopez Jaena Chapter Iloilo City
Educational Background
List your educational background dates, universities, degrees/certificates, and specialties. Central Philippine University (Iloilo City)-Elementary - 1977-81 Central Philippine University (High School) - 1981-86 St.Paul College of Iloilo-Preparatory Nursing 1986-87 Iloilo Doctors College- Graduated with Bachelor of Science in Nursing Degree - 1987-91 Registered Nurse (non-practicing)
16
16
P3_rev_04-14-2010

Peak Performance Plan: Personal Data

Uploaded by

Document Information

Original Description:

Original Title

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

Peak Performance Plan: Personal Data

Uploaded by

Copyright:

Available Formats

PEAK PERFORMANCE PLAN

Individual Performance Objectives

Peak Performance Plan P3_rev_04-14-2010