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From YouTube: May Managers' Forum - Performance Management
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A
A
A
A
E
E
A
C
C
H
G
Your
extend,
my
name
is
Casey
honored
I'm,
the
communications
supervisor
at
the
South
Platte
water
mill
partners,
formerly
known
as
the
wastewater
treatment
plant
and
I'm
here,
representing
the
change
champion
group.
So
myself,
along
with
Maria
Aires,
go
through
the
new
performance
management
system,
I'm
going
to
address
the.
Why
of
the
change
and
Maria
is
going
to
look
at
the
mechanics
of
it,
but
before
we
get
started,
I
really
wanted
to
acknowledge
the
fact
that
everyone
completed
their
performance
evaluations
within
the
new
timeframes.
G
G
G
Myself,
but
is
because
we're
not
planning
for
EM
accordingly,
so
if
say,
Joe
stack
has
a
review
to
do
in
October
1.
His
employee
might
not
be
clear
of
the
actual
timeframes
that
they're
being
evaluated
on
to
his
manager
or
his
director
might
not
know
that
he
has
an
evaluation.
That's
due
so
he's
having
to
do
all
of
his
work
as
well
as
get
the
review
done.
G
G
G
Supervisor
yeah
so
say
the
person
in
October
is
reviewed
by
their
previous
supervisor.
That
was
here
for
ten
years.
They
knew
the
performance
of
their
employees
and
then
we
get
a
new
supervisor
at
January.
The
person
in
March
is
going
to
be
evaluated
differently.
It's
also
different
fiscal
years
so
baby.
If
there's
enough
budget
to
give
the
person
in
October
a
raise,
but
maybe
not
the
person
in
March,
so
we
really
want
to
make
sure
that
everyone
is
being
evaluated
under
similar
circumstances
and
with
the
same
evaluation
process.
G
G
Different
groups
may
have
been
doing
evaluations
a
little
differently
now.
Everyone
across
the
city
is
going
to
have
a
similar
experience
all
right,
so
the
old
performance
management
system
was
backward.
Looking,
we
were
evaluating
our
employees
based
on
past
events
and
past
performance,
whereas
the
new
system
is
going
to
look
forward,
we're
going
to
be
able
to
set
goals
with
our
employees
that
really
guide
their
performance
and
develop
their
talent.
G
I
think
Maria
is
going
to
talk
about
this,
but
if
this
trickle-down
effect,
so
this
the
new
scorecard
looks
at
the
goals
for
the
city,
so
the
five,
the
Englewood
five,
our
five
goals
for
the
year
and
it
shows
we'll
be
setting
goals
for
our
we'll,
be
setting
goals
with
our
employees,
and
it
shows
how
those
goals
relate
to
the
overall
success
of
our
organization,
so
feedback.
In
order
for
it
to
be
meaningful,
it
needs
to
be
specific.
G
It
needs
to
be
consistent
and
it
needs
to
be
timely,
and
the
previous
evaluation
process
was
an
annual
experience.
You
know
once
a
year
you
sit
down
and
you
have
a
review
with
your
with
your
employees
and
that's
not
necessarily
meaningful
for
them.
Like
I
said,
in
order
for
it
to
be
meaningful,
it
needs
to
be
specific,
consistent
and
timely,
which
means
we
need
to
be
giving
more
feedback
than
just
once
a
year,
so
the
new
system
really
allows
and
encourages
regular
interaction
with
your
employees.
G
G
D
G
G
So
the
goal
here
is
we're
going
to
see
the
performance
and
set
expectations.
Then
we're
going
to
fuel
the
performance
with
our
smart
phones
with
trainings
with
giving
employees
the
resources
they
need
to
really
excel
in
this
new
system
and
then
we'll
reward
the
performance.
So
that's
really
the
why
of
what
we're
doing
here
and
why
we're
making
this
change
Maria
will
take
over
with.
K
H
K
This
this
chart
here
and
how
they,
the
performance
management
system,
is
safe.
Okay,
so
we
have
three
major
areas
within
the
forum
and
as
soon
as
we
go
through
the
videos
of
the
cool
things
that
are
in
this
chart
all
will
come
up.
We
will
see
the
forum
itself,
so
you
can
see
it
by
your
side.
So
first
we
have
the
core
values,
that's
20%
of
them.
Okay,
and,
as
you
can
see
there,
the
code
writers
that
we
have
taken
across
respect
excellence,
his
work
and
establishing
your
developmental
plan.
K
Okay,
those
are
married,
yes
or
no.
There
is
no
more
rating
of
integrity,
for
example,
they
just
have
to
answer
yes
or
no
and
that's
the
way
that's
gonna
be
set
up,
there's
a
little
mental
plan.
It's
the
self
evaluation
that
other
people
have
been
working
on.
So
it's
a
list
of
comparisons
from
conferring
they
have.
They
have
the
whole
list
of
them.
K
You
have
to
sort
through
those,
and
you
have
to
separate
it
in
three
columns,
the
ones
that
you
are
a
skill
on
the
ones
that
you
sing
unique
development
and
the
ones
that
are
that
you
do
have
that
they'll
be
known,
so
the
ones
that
you
have
to
work
more
out
of
you.
If
you
want
okay,
once
you
separate
those,
the
idea
is
that
you
pick
one
that
you
want
to
work
on,
and
then
your
supervisor
will
pick
one
that
you
want
to
work
on.
K
So
this
is
the
first
down
to
lay
down
the
goods
that
we
need
to
talk
about.
How
do
you
pick
those
complexes?
Okay,
ideally,
you
will
pick
up
currencies
that
are
compatible
with
the
city
and
what
the
city
wants
you,
but
it
doesn't
have
to
be
that
way.
You
always
wanted
to
learn
about
something
new.
You
can
pick
that
competency,
that's
stuff,
that
you
wanna
work
on.
Okay
double
spoke
that
does
those
are
what
we
call
in
HR,
the
soft
skills,
so
the
management
skills
interpersonal
skills.
K
Those
type
of
skills
are
the
ones
that
again
work
on
through
the
competencies,
okay
and,
as
I
said,
those
are
fun
fairy,
which
is
a
whole
system.
The
idea
is
not
that
you
say:
okay,
I,
were
there
I
wanna
work
on
financial
economy?
That's
one
of
the
ones.
Okay
and
I'm.
Gonna
take
a
class
on
Finance
financial
matters.
Well,
yeah.
That
would
be
acceptable,
but
it's
not
enough.
Okay,
because
it's
not
only
knowing
what
a
balance
sheet
is
or
what
a
ledger
account.
Is
it's
not
about
only
the
financial
piece.
K
To
planning
something
that
you
have
to
work
on,
that's
the
best
way
to
learn.
So
this
is
the
same,
obviously
for
you
guys,
because
you're
gonna
be
the
ones
that
are
going
to
be
managing
the
employees
work,
but
also
for
employees
as
for
yourself
as
employees.
It
should
be
projects,
okay,
project-based.
K
Adding
more
training
or
reading
a
book
in
the
idea
is
that
it's
something
that
we
do
with
develop
and
skill
with,
and
the
only
way
to
develop
skills
is
by
practicing.
So
it
is
stead
of
saying,
okay,
I'm
gonna,
take
up
a
seminar
on
what
financial
acumen
is
because
they
okay,
I
wanna,
be
on
the
podium
community
for
this
year
as
a
listener.
Okay,
I
don't
have
to
write
about
it
because
I
don't
know
how
to
but
I
would
like
to
participate
with
my
director
or
the.
K
That's
a
great
example
of
what
a
developmental
goals
should
be
for
you:
okay,
oh
I,
wanna,
learn.
That
was
something
that
I
did
last
year
with
ami
okay.
He
wanted
to
know
how
they
did
all
the
business
in
the
city
so
say:
okay,
so
you're
gonna
be
in
charge
of
the
performance
management.
Why
does
it
enable
first
to
develop.
K
And
come
up
with
the
things
that
are
gonna
be
great.
That's
the
easiest
way
to
get
to
know
the
organization,
okay
through
a
project
like
that.
That's
what
we're
looking
for
develop
a
plan
for
everybody?
Okay,
so
it's
not
in
training
that
doesn't
mean
anything.
You
should
agree
on.
What
to
are
you
to
open
up
work
for
the
only
thing
that
is
required
this
year?
Is
that
you
pick
those
and
you
pick
a
project
and
you
start
working
on.
You
may
not
be
done.
K
You
may
know,
learn
the
skill,
but
at
least
you
start
working
out.
Okay,
as
as
case
you
say,
this
is
all
about
ownership.
Okay,
performance
management
is
not
something
that
they
see.
It
goes
to
you,
it's
a
process
that
involves
everybody.
Okay,
because,
ultimately,
is
your
performance.
It's
my
default.
Okay
and
it's
mine,
develop
whether
I,
stay
or
leave
in
the
city
know
that
you
something
that
you
take
with
you.
Okay,
so
you
should
be
a
participant.
You
shoot
all
your
development,
that's
what
we
go.
K
K
So,
let's
talk
about
the
city,
well,
conferences,
as
I
said,
the
whole
complex
system
is
based
on
the
contrary,
and
we
have
material
at
the
HR
department.
Ip
is
also
working
on
putting
a
cartoon
on
the
HR,
that
is
graphical
performance
management
and
all
the
materials
will
be
there.
These
presentation,
as
well
as
the
spreadsheet,
with
the
competencies
for
the
visual
or
the
kinesthetic
learners
and
into
tortured,
see
things.
K
We
have
a
set
of
cars
and
you
can
comment
it
okay,
so
you
will
find
it
electronically
with
all
the
comparisons
and
if
you
open
the
file,
I
type
it
off
in
an
excel
file.
If
you
open
the
file
and
over
over
the
competency,
you
will
see
a
description.
What
it
is
to
be
a
scale
and
what
is
how?
Well
it
is
to
be
all
the
develop
or
over
develop
okay,
so
you
have
all
of
the
finishes
there.
K
H
K
K
Say
so
we
have
you,
do
that
comparison,
it's
gonna,
give
you
classes
moves
projects,
all
sort
of
ideas,
okay,
so
from
that
leaves
of
contrary.
The
detectives
have
picked
this
one
that
we
have
over
here.
These
apply
to
all
employees
of
the
city,
doesn't
matter
where
you
work.
We
all
develop
these
comparisons.
Okay
and
those
are
shorts
and
shoes
and
an
ability
to
drive
results,
communicates
effectively.
Instills
trust
optimize
for
processes
and
its
customer
focus.
K
H
C
K
J
K
K
We
don't
know
so
we
comply
with
the
go-ahead,
so
we
pay
your
bills,
that's
one!
What
else
we
provide
the
services
that
the
city
sells
one
right:
how
do
we
provide
those
services
like
paying
the
salaries
of
them
Felisa
providing
services
of
paying
the
providers
right?
So
that's
why
we
need
to
be
with
the
fiscal
year.
K
F
K
Not
really,
they
may
be
close
to
real,
but
not
all
the
way
there
right.
That's
what
we
do
really
nasal.
So
we
have
closed
the
curves
and
everybody
has
the
same
founders
and
their
real
numbers
for
the
city.
Okay,
because
the
performance
system
has
to
be
in
direct
correlation
with
the
performance
of
the
city.
Okay,
I'm,
going
to
use
an
example
that
I
usually
attack
who
has
seen
the
movie
Finding
Nemo.
K
Okay,
remember
at
the
end
when
they
find
each
other
and
they
get
caught
by
a
net,
a
fishing
net
right
with
all
the
great
features
and
Nemo
and
don't
worry,
are
inside
the
net
and
they
all
party
can
essentially
mean
in
all
different
directions
right
what
they
will
tell
them.
What
is
it
that
he
tells
her
sweep
down
right?
K
K
The
direction
that
the
city
wants
to
go
me,
but
weather
is
up
down
left
or
right.
We
all
need
to
go
in
the
same
direction,
because
if
the
city
wants
to
go
right
circle
to
the
left,
what's
going
to
happen,
we
are
not
going
to
move
in
a
way.
Okay,
that's
why
we
need
to
be
signed
with
what
see
it
is
how
the
city's
performing
okay
all
right.
Let's
talk
about
SMART
goals,
so
everybody
has
talked
about
because
here
talked
about
this
ballpark.
K
Splat
for
a
year
right,
we
go
over
here
and
say:
okay,
these
are
the
five
priorities
that
we
wanna
concentrate
over.
That's
the
direction
to
see
this
movie,
so
we
want
to
move
with
the
safety
lecture,
the
series
moving.
What
do
we
do?
Align
the
scorecard
with
those
five
right?
So
what
are
those
big
files,
the
tables
financial
responsibilities
again?
Take
one:
what's
gonna
happen:
if
we
go
over
cut
it,
there
could
have
been
any
with
the
headed.
If
the
head
is
at
stake,
yeah,
that's
true,
but
what
else
the
city
might
go
pro?
K
We
may
lose
your
jobs.
I
mean
everything
that
we
do
it's
around,
being
fiscally
responsible.
Okay,
we
have
to
have
enough
money
to
pay
your
obligations,
whether
those
obligations
are
salaries
or
the
world.
It
doesn't
matter.
Okay,
we
need
to
be
fiscally
responsible
and
it's
something
that
we
all
have
to
do.
A
lot
of
people
said
well,
I,
don't
know
anything
with
the
budget
or
I.
Don't
report
you
see
or
I
go
to
spend
money.
Well
everything
we
do
in
spends
money.
K
K
C
K
K
Okay,
the
assumption
for
the
poet
last
year
was
three
percent.
We're
gonna
increase
more
expenses
by
three
percent.
If
we
go
beyond
three
percent
guess
what
we
run
out
of
money,
it's
that
simple!
That's
what
the
three
percent
control!
Okay,
it's
not
something
that
we
get
up
to
a
quorum,
throw
to
us
and
whatever
sticks.
It
goes,
maybe
there's
a
reason
for
it.
Okay,
so
that's
the
first
one,
but
please
come
to
be
safety.
Why
do
we
have
safety
in
this.
K
Not
only
about
money,
I'm
gonna
tell
you
a
personal
story
today
when
I
started
my
career
in
this
in
this
country,
nature
I
had
to
go
to
a
family's
house
and
tell
him
that
the
breadwinner
had
died
in
an
accident.
That
was
probably
the
worst
time
of
my
life.
I
promised
myself.
It
was
my
responsibility.
I
will
never
have
to
do
that
again.
Okay,
that's
why
personally
safety
is
very
important
to
me.
K
Okay,
we
have
to
do
everything
we
can
to
make
sure
you
go
home,
even
if
we
could
better
that
you
came
in
in
the
morning.
Okay,
so
that's
why
it's
so
important?
Okay,
not
only
because
it's
very
expensive,
it's
a
lot
of
money
in
workers
comp,
that's
true!
If
it
is
not
only
about
money,
it's
about
the
personal
commitment
to
send
you
home
if
we
could
better
than
you
came
in
the
morning,
okay,
and
that
has
to
be
actually
everybody
in
this
room
commitment,
that's
what
we
put
it
in
there.
K
Okay
safety
is
one
of
the
biggest
commitments
we
can
make
to
oratories.
Okay,
this
weather,
you
get
a
bigger
race
or
a
smaller
race.
It's
something
that
you
will
adjust
to
the
year
if
you
lose
I'll
leave,
but
you
lose
your
life,
you
and
your
family
will
never
at
your
suit.
That
will
change
your
life
and
your
loved
ones
forever.
Okay,
we
have
collaboration
and
ask
again:
we
need
to
learn
to
swim
in
the
same
direction
and
the
only
way
we
can
do
that
is
like
swimming
side
by
side.
K
A
C
K
K
J
K
K
Good
engage
people,
we
have
nothing
because
after
we
sell
the
buildings
and
the
vacuum
cleaners
and
equipment
that
we
may
have,
we,
the
cities
were
nothing
with
other
people
that
mean
we
don't
have
a
lot
of
capital
yeah.
We
have
buildings
that
we
don't.
We
are
not
a
rich
city
in
capital
terms
in
building
terms.
Okay,.
H
K
I
K
Okay,
we're
here
to
provide
a
service.
I,
always
tell
you
that
guys.
We
need
to
think
about
how
I'm
doing
we'll
make
the
taxpayer
who
is
finally
to
sign
your
checks.
I
know
they
all
have
anything
on
it,
but
who
finally
signed
your
check?
Is
there
citizen?
Does
that
set
one
that
page,
whether
it's
a
corporate
citizens
or
or
a
personal
citizen?
Okay,.
H
K
E
C
K
For
me
right
right
what
happened
to
me,
but
if
the
citizens
are
willing
to
pay
more
tax,
I
make
it
better
benefits
and
they
get
higher
increases
right
this.
Why
don't
we
give
more
money
out
to
employees
because
we
don't
have
more
good
right,
and
why
do
we
don't
have
more
boys
because
they
don't
pay
more
taxes?
So
what
is
your
way
to
get
them
to
pay
more
taxes.
J
K
K
K
That's
what's
actually
meaningful,
that's
what
I
can
in
a
big
way,
improve
or
no
import,
okay
and
and
that's
why
it's
so
important
to
go
down
to
the
nitty
gritty
and
we're
going
to
go
down
and
see
the
form
and
make
sure
those
goals
are
meaningful
to
everybody,
because
if
they
tell
me,
you
have
to
improve
on
the
beneficial
operations.
Okay,
I
have
decided,
because
my
boss
is
giving
it
to
me,
but
I,
don't
even
know
what
I'm
doing
know
that
the
sorting,
Corp
and
efficient
operations
in
there
is
water,
bad,
but.
K
K
C
K
B
B
Competencies,
the
scorecard
or
values
overall
comment,
and
the
summary
and
Jones
are
we
picked
on
yesterday,
but
we
went
in
and
we
started
with
looking
at
competencies,
all
rage
for
competence
is
30%
and
when
you
click
into
each
of
the
specific
competencies
it
goes
into.
A
definition
of
these
competencies
doesn't
Maria
mentioned
earlier.
What
skill
was
overused
to
less
skilled?
B
These
are
then
rated
down
here
the
1
to
5,
and
you
want
to
see
again.
The
description
of
what
1
to
5
is
all
you'll
need
to
do
is
click.
The
show
should
have
right
here.
I'll,
give
you
the
definition
of
each
of
those
ratings.
It
does
require
a
rating
and
a
comment.
So
if
you
put
a
three
for
outstanding
performance,
you'll
have
to
type
the
bottom,
some
freeform
text
there
and,
if
not
at
the
end,
it'll
still
being
read,
not
allowing
it
to
submit
the
form
itself.
Some
of
us
go
ahead.
Hit
next.
B
B
B
Comment
or
feedback
for
that
reading
itself,
we
go
to
the
scorecard
and
have
the
different
categories
of
mention
up
there.
So
I'll
click
right
into
it.
So
financials.
Here's
the
city's
ball
right
here,
cities
admitted
to
being
good
shepherd
the
public
dollars
the
Needham
and
our
budgets
great.
The
plan
generate
new
revenue
and
I
cost
savings
as
critical
to
success.
B
So
what
the
goal
is
budget
management
with
their
three
percent
of
annual
appropriation,
how
we
do
that
every
revenue
increase,
cost
attainment
and
it's
changing
planning
for
future
if
three
percent
growth,
capital
and
alignment
with
goals
in
the
strategic
plan.
So
what
we
went
in
there
yesterday
was
this
is
where
you're
going
to
want
to
type
in
your
your
goals
for
yeah.
K
K
C
K
Is
no
maximum,
but
there
is
a
minimum
of
at
least
one
goal:
okay,
so
we
could
solve
for
different
different
areas
of
the
of
the
sea.
Okay,
so
would
one
put
it
in
there,
so
you
have
a
format,
so
we
all
use
the
same
form
and
so
what
one
we
were
talking
about,
while
it
would
be
a
financial
goal
for
an
opening,
he
do
waste
all
the
beneficial
and
for
sampling
you,
the
numbers
I
made
up,
don't
don't
panic?
Okay
again!
This
is
something
that
we
were
playing
with.
Okay,
if
I
keep
a
monopoly.
K
K
D
K
You
operator,
I'm
gonna,
get
a
best
part,
but
that
cost
money
to
the
city
right
and
if
you
go
over
your
allowance
for
waste
okay,
you
go
over
your
body
in
the
waste
water.
Now
the
quiz
ball
credits
have
used
operation
for
the
city.
What
do
you
think
happens
if
they
go
over
body
the
same
thing
that
will
happen
if
you
go
over
point
it
in
salad,
it's
right
if
Siri
will
probably
be
over
for
the
whole,
see
okay,
so
you
see
it
doesn't
have
to
be
complicated.
K
Do
we
know
what
those
those
indicators
are,
but
those
KP
KP
I
have
okay
and
we
need
to
make
sure
that
we're
using
criteria
that
everybody
can
understand
and
everybody
can
change.
Okay,
if
I
do
my
job,
better
I
can
beat
that
ball.
Okay,
that's
stuff!
That
I
need
to
be
watching
for.
Okay,
we
were
joking.
K
We
need
to
decrease
the
amount
of
crepe
paper
print
by
1,000
sheets
per
month.
What
that
means
that
instead
of
printing
every
email,
okay,
be
there
work
in
the
office
and
we'll
print
them
all,
because
I
have
to
reduce
my
paper
consumption.
Okay,
do
you
think
that
helps
the
city
in
the
financial
area
yeah?
If
we
step
of
go
instead
of
going
back
to
50
cases
of
paper
every
month
we
go
to
20,
that's
a
significant
amount
of
money.
They
would
say
right
that
help
us
stay
within
the
3%
of
the
appropriated
funds.
K
K
They
would
probably
walk
a
lot.
Okay,
we
had
a
lot
of
walk
it
out.
Do
you
think
that
cost
money?
Okay?
So
somebody
networks
on
the
tool
that
is
in
charge
of
the
towel
cause?
They
don't
give
me
now
the
towel,
so
they
keep
impact,
that's
a
goal.
That
would
mean
something
to
them,
and
we
also
have
these
volleyball
teams
by
10
teams
by
the
full
system.
Okay.
Why?
Because
if
we
have
more
teams,
they
pay
more
fees
and
if
they
pay
for
fees,
which
is
already
so
we
have
more
money.
K
H
K
C
A
K
Having
the
workshops
you're
going
to
see
the
dates
again,
I
always
want
the
managers
who
have
the
first
crack
at
the
information.
Okay,
there
you
say
an
invitation
that
is
gonna
come
out,
Casey
saying
the
beginning.
This
is
a
process
that
has
to
be
interactive.
Okay,
we
don't
want
the
manager
sitting
in
an
office,
so
I
think
the
goals
are
say
here:
go
to.
Okay,.
H
K
That
is
no
collaboration.
Okay,
so
we
are
going
to
be
sure.
Everybody
has
the
same
information
and
and
we're
gonna
empower
them
for
you
telling
you
hey,
10%
is
too
much
man.
I
cannot
stay
within
10%
of
the
waste
on
this
machine,
because
this
machine
is
broken
here
and
it's
going
to
waste.
Okay,
dad
they
were
gonna,
find
the
issues
that
we
have
so
we're
having
workshops
after
the
general
training
with
you
for
everybody,
we're
gonna
have
workshops,
and
if
we
need
to
answer
the
calendar,
we
add
to
the
calendar.
K
Okay,
so
people
will
call
and
say
hey.
How
is
it
that
you
wearable
and
we're
gonna
go
through
a
smart
girl
riding
and
we're
gonna
go
samples
a
lot
more
than
what
we
have
put
in
you,
so
you
can
go
back
and
talk
to
your
team
and
come
up
with
your
goals.
Okay,
so,
ideally,
if
you
have
ten
operators
that
you
have
pretty
much
the
same
goal
because
they
do
the
same
job,
okay,
we're
going
to
get
eventually
to
stretch
goals,
individual
schedules,
but
we
should
be
pairing
people
up
according
to
the
job
they
do.
K
Okay
in
my
area
is
pretty
similar,
but
I'm
pretty
sure
there
are
areas
like
health
authority,
takeoff
technicians,
don't
do
the
same
thing
and
they
lack
bars.
So
would
it
be
fair
that
we
give
it
up
one
goal
for
everybody,
but
we
need
to
group
them
by
what
what
whatever
job
they
do?
Okay
and
we
need
to
make
sure
the
regular
go
home
they
didn't
call
triple
star-
is
translated
to
the
job.
I
do
so
it's
meaningful.
That
was
the
meaning.
For
me,
it's
something
that
I
can
achieve
and
I
have
the
power
to
achieve.
A
A
A
K
Can
write
goals
in
there?
You
have
a
person
that
is
brand
new
or
school,
and
they
don't
have
a
clue.
What
financial
acumen
it's?
Okay!
You
can
write
a
specific
goal
for
that
person,
but
you
can
also
use
it
at
elemental
panel,
we'll
see
how
that
that
plays
into
the
form.
To
put
that
competency
has
one
of
the
developmental
words
okay,
so
the
types
of
the
competency
area
is
more,
for
example,
and
I
wanted
to
stop
Toliver
any
more
internal.
Why
do
we
want
to
write
examples
in
the
poll.
I
F
K
Okay,
so
if,
when
you
doing
the
evaluation
yeah
with
the
open-ended,
we
all
have
the
same
goal:
okay,
but
they
go
about
it
in
free,
every
one
of
them
in
a
very
individualized
way.
Okay,
think
about
when
they
do
your
evaluation.
Okay,
if
you
have
and
all
five
managers
that
work
with
you
in
the
same
range
and
your
director
just
occupies
the
same
comments
for
everybody,
how
do
you
feel.
K
No
value
right,
that's
why
we
have
that
comment
section
ending
okay,
because
we
need
to
make
sure
we
paying
attention
and
letting
our
employees
know
that
we're
in
the
venture
for
the
good
and
for
the
bad,
those
okay,
that's
what
we
have
that
comment
section
in
there.
We
need
to
make
sure
that
we
are
specific,
that
we
are
addressing
people,
individuals,.
F
K
B
B
K
H
K
C
K
H
K
Amount
of
roots
in
incidents,
while
20
percent
I
do
know
that
we
give
up,
for
example,
for
sale,
a
promise.
Okay,
so
does
your
save
people
to
make
sure
that
you
are
paying
attention,
so
we
don't
have
to
jump
in
the
pool
and
say
somebody
what
is
doing?
Okay,
that's
a
technical
for
somebody.
Then
we
have
people
have
to
look
out
and
out
that
what
we
made
okay,
then
we
put
those
around
oh
he'll
turn
up.
Is
everybody
certified.
C
M
K
To
be
certified
right,
so
recertifying,
your
local
travel
in
three
months
of
their
two-day
okay,
that's
a
safety
goal
that
is
smart.
Okay,
it's
not
just
completely
safe.
If
that's
not
a
smart
Cola,
because
that
means
a
lot
of
things
for
a
lot
of
people.
We
have
regional
safety
chains
once
every
other
week
example
again
do
driver
for
peace
when
you're
gonna
get
on
your
forklift
or
or
a
truck
or
up
that's
no
flower
or
whatever
it
is.
We
have
safety
checks
right.
You
have
to
check
tires.
You
have
to
check
the
Braves.
K
K
But
if
we
can
put
goals
around
it,
we
can
improve
it.
We
can
improve
the
safety
chain,
we
can
improve
the
reporting
of
it.
Okay,
that's
a
good
idea
and
I
know.
A
lot
of
people
doesn't
know
all
those,
but
we
do
have
safety
tips.
We
have
safety
checks
if
the
police
as
well,
okay,
right
so
again,
the
safety
goals
are
going
to
be
asked
divers
as
a
workforce.
Okay,
because
we
have
various
different
levels
of
safety
requirements
for
a
lot
of
people
and,
as
I
said,
we're
gonna
get
better.
B
B
B
Based
implementation
across
development,
collaboration,
communication,
implementation
strategy
and
creation
of
strategic
plans,
employment
with
organizational
planning
goals,
the
tip-sample
Ted
here
was,
if
onboarding
you
have
maybe
doing
a
buddy
system
with
an
employee
for
six
months.
They
were
rotating
that
to
another
employee,
that
person
progresses
seeing
in
the
work
area.
Another
second.
B
K
Again,
if
this
is
desist
about,
you
know
making
sure
that
this
gets
pretty
cold
up.
Okay,
this
collaboration
is
no.
Oh,
I
have
to
be
on
a
committee-
that's
not
true.
Okay,
that
is
an
order
for
use
collaborate.
I
could
do
it.
We're
gonna
have
new
hires
this
year,
because
we
have
six
people
retiring.
Okay,
let's
establish
our
body
system,
so
we
have
twelve
operators.
We
have
twelve
month,
so
everybody
is
gonna,
be
on
the
body
system
for
one.
K
What
if
the
body
system
is
simple,
we
have
a
new
hire
you're
gonna,
take
that
person
in
under
your
wing
and
show
them
what
is
it
bathroom?
What
do
you
go
to
get
shoes?
I
mean
the
stuff
that
you
don't
know.
It's
very
important
when
you
have
a
new
life,
because
if
you
feel
lost
the
first
week
of
work,
that
data
shows
that
you
could
equate
that
you
will
know
where
to
stay
okay.
K
So
if
we
have
somebody
that
comes
into
it
into
the
Civic
Center,
then
you
may
not
have
this
at
their
DVD
all
the
time
to
participate
a
committee,
but
you
can
be
the
body
system
for
that
new
hire.
So
what
the
bathrooms
are
where
to
go,
eat:
okay,
how
to
get
through
the
doors
how
to
unchain
or
hold
it
anyway,
which
I
still
talk
about
to
use
to
it.
Every
morning
I
go
like
oh
okay
does
that
makes
people
feel
welcome.
Okay,
that
may
be
a
vote
for
a
lot
of
people
on
collaboration.
Okay,.
H
K
It
doesn't
have
to
be
in
your
department,
you
can
collaborate
in
another
department,
so,
as
I
could,
as
a
second
would
participate,
the
conversation
I
would
eat
it.
All
in
other
people
put
their
names
on
it,
but
all
the
people
can
raise
your
hand
say:
hey
I
also
want
to
be
I'm
going
to
participate
on
that
or,
as
I
said,
I
wanna
failed
avoided.
Kamini
I
want
to
see
how
the
boy
get
is
done.
B
The
next
worker
is
people
investment
and
our
employees
with
smart
goal.
Setting
is
crucial
to
advancing
skills
and
continuty
always
have
their
own
development
goals
and
by
main
agenda
we
may
31st
always
will
have
a
development
plan
with
two
meaningful
educational
development
goals.
Improve
retention
and
continuty
can't
see
the
workplace.
Sorry,
this
is
planning
for
all
positions
and
complete
all
required
training
for
each
position
and
minimum
voluntary
professional
development
and
recruitment
of
new
or
employees
accomplished
for
the
90
days
of
vacancy.
B
K
People
th
are
not
we
once
we
hire
the
people
and
we
give
it
to
the
supervisor.
I
I
won't
see
that
person
again
on
total
quitting
for
the
Erica,
so
we
do
not
have
a
lot
of
influence
of
people.
Okay,
you
guys.
Are
there
people
business
of
the
city?
You
are
the
ones
that
can
influence
people.
You
only
wanted
to
the
communication,
but
you
also
they
wanted
to
the
retention
okay.
K
So
again,
this
is
very
important
that
we
do
meaningful
calls
in
here.
Okay
and
the
two
that
we
have
is
again
going
to
have
to
be
your
pals,
because
that's
the
biggest
question
I
get,
so
you
are
going
to
be
in
charge
of
training
the
next
three
together,
you
are
a
great
operator.
I
want
you
to
be
able
to
teach
and
what
you
don't.
Ok,
that's
a
great
call
small
operators.
We
also
have
the
on
board
300
light
dollars.
K
Okay,
that's
something
that
gives
no
performance
on
in
the
in
part
and
right,
but
again
you
can
assign
people
do
that.
Okay,
you
can
provide
me
with
a
collaboration
bowl.
Okay,
so
you're
gonna
go
help
this
this
supervisor
or
not
all
it.
Does
it
okay
or
you
gonna,
be
doing
recruiting
for
the
see
you
wanna
go
with
Stephanie
into
a
fort
fort,
like
your
supervisors,
okay,
you
don't
know
how
we
have
people
you're
gonna
go
with
Stephanie
to
the
next
open
house,
a
we
have
the
next
recruiting
event.
K
Okay,
that's
a
great
goal
for
44
people,
I'll
be
okay
participating
on
the
interview
committees.
You
can
raise
your
hand
and
said,
or
you
can
assign
during,
who
is
to
say
you're
gonna,
be
on
the
next
panel
interview
for
openings.
Okay,
so
people
learn
how
to
hire
people
and,
and
they
can
they
can
they
can
make
contributions.
They
you
ask
instead
of
asking
that
was
this
to
get
this
skill
better.
Okay,
that's
what
the
people
goals
are.
A
K
Kpix,
the
KPIs
of
your
area.
So,
if
you
are
they
having
a
system
and
you
have
to
print
the
reports,
those
reports
don't
have
mistakes.
If
you
have
to
answer
the
phone,
you
need
to
make
sure
that
you
are
set
up
on
before
the
theory.
That's
the
code,
that's
a
smart
phone
and
cell
phone
in
the
department
before
the
third
week.
That's
a
smart
phone,
it
doesn't
have
to
be
complicated.
It
doesn't
have
to
be
worthy.
Is
the
stuff
that
we
do
every
day.
That's
when
it's
going
to
be
measured!
Okay!
So
if
you
are.
D
K
I
K
K
K
A
K
H
A
K
You
go
accident
frequency,
okay,
what
is
your
accident
frequency?
We
did
your
area
and
you
do
set
up
a
call.
Okay
and
again,
it
may
need
to
complete
it
all
as
last
year
polymers.
It
may
be
equal
in
through
the
call
by
the
number
last
year
by
one
percent,
three
percent,
ten
percent.
Fifty
percent
it
depends
of
what
can
be
attainable
is
that
here,
a
smart,
okay
and.
B
The
core
body
to
turn
behaving
honest
there
and
ethical
manner,
just
resisting
with
the
words
and
actions
policy.
Own
commitments
follows
and
promotes
sound
business
program.
Assistant
Lee
demonstrates
reasonable.
Stewardship
of
public
resources
respects
confidentiality
of
information.
So
this
is
a
yes/no
on
the
core
values.
Either
you
have
integrity
or
you
don't,
so
you
would
rate
that
person,
yes
or
no.
C
B
B
Evaluation
forms
nothing
has
changed
on
the
on
the
definition
again.
Yes,
no
rating
accountability,
teamwork.
What
has
been
added
to
the
core
biases
lost
one
development
plan.
These
are
the
two
that
we've
talked
about.
Yet
you
pick
one
your
manager
picks
one
all
this
is
asking
at
it.
You
can
play
the
minimum
of
two
individual
development
goals
for
the
list
of
competencies,
and
that's
the
me
yes
know
when
you
rate
this
in
so.
K
C
J
L
B
The
overall
comment
on
the
review
form
and
give
you
the
suffering
in
rent.
Would
you
still
have
to
finish
your
complete,
but
when
it's
done
you've
been,
you
will
click
the
submission
of
the
evaluation
form
so
we're
talking
about
where
to
add
the
two
goals.
That's
you
and
your
boy.
You
will
pick
for
your
development
plans
when
the
boy
logs
into
their
home
page
under
the
name
there's
this
little
plus
sign
here,
although
it
says
competency
here,
you
want
to
put
the
word
task
via
your
turbines.
B
K
Decided
when
I
walk
in
managerial
court,
okay,
so
I
type
in
a
name
of
the
comparison,
porridge,
okay
and
coming
in
there,
what
is
it?
What
is
it
the
project
that
I'm
gonna
work
on
I'm,
going
to
be
the
designated
person
that
is
going
to
propose
to
the
directors
meeting?
You
know
the
staff
meeting
or
they
or
they
take
for
some
Commission
meeting?
Okay
for
the
department
that
I
work,
that's
how
one
other
they
look
mine
and
that's
a
real
product,
I'm,
not
making
it
up
today.
K
That's
how
you
develop
people,
origin
management,
okay,
bye,
let
it
they
go
and
represent
the
team
that
they
they
they
work
with.
Okay
and
truly
represent.
That's
something
that
we
need
to
start
getting
used
to.
We
need
to
let
people
make
mistakes
control
these
things,
but
we
need
to
learn
to
let
them
to
make
mistakes,
because
that's
the
only
way
they're
gonna
learn
to
be
better
okay.
K
If
we
polish
people,
by
making
mistakes,
there's
I'm
gonna
have
any
courage:
they're
gonna,
raise
your
hand
they're
not
going
to
try
to
do
anything
and
we
are
no
more
improved.
Okay.
So
again
my
Nigeria
Forge
I
work
on
that.
How
do
I
go
I
do
about
that
weekend?
I
don't
have
to
take
a
class
I,
don't
have
to
spend
any
money.
The
only
thing
that
I'm
gonna
do
is
you're
gonna,
be
the
designated
manager
it
goes
and
on
to
the
directors
meeting.
We're
now
have
a
kitchen
I'll
give
them
going
to
cake.
Okay,.
H
K
It's
gonna
work
on
that
she's
gonna
meet
the
designated
person
that
goes
to
the
Delano
spirit.
Every
time
there
are
not,
for
example,
that's
how
simple
that
developmental
plan
is
so
torn
over
thinking
when
you're
talking
about
how
to
develop
your
employees.
Think
about
simple
ways:
they're
gonna
learn
that
skill
that
you
trying
to
develop.
A
A
A
K
Not
only
with
the
values,
that's
actually
a
very
good
question
that
applies
to
everything
in
the
evaluation
system.
Okay,
we
should
be
addressing
they
lower
scores
or
the
dollars.
Okay,
and
when
I
mean
addressing
it
doesn't
mean
you
know
all
your
gonna
just
tell
it.
We
need
to
address
it
in
a
managerial
way,
and
that
means
we
either
have
to
start
a
counseling
session.
C
K
K
I
have
an
issue
with
a
computer,
because
the
computer
turns
out
every
time
I
do
that.
Okay,
so
let's
call
IT,
get
your
computer
fixed
and
then
we'll
make
sure
they
the
accuracy
of
your
reports
for
the
next
three
months.
Okay,
if
they
issue
any
again,
you
can
write
notes
in
there
to
all
again.
It
doesn't
have
to
be
a
devaluation
time.
Okay,
so
or
you
can
make
notes
on
your
own.
We
were
talking
about
that
yesterday.
I
told
him
about
an
example:
I
have
a
manager
that
his
managerial
style
was.
He
had
a
file.
K
You
know
those
accordion
files,
so
the
alcohol
for
every
employee,
what
section
for
every
employee-
and
he
would
write
notes
on
a
sticky
piece
of
paper
like
so,
and
so
did
this
day,
okay
and
they
would
his.
We
stick
the
stick,
isn't
that
a
for
your
file
and
at
the
end
of
the
year,
the
time
came
to
do
this
evaluation.
He
will
go
one
by
one.
They.
This
stick
is
out
and
put
him
on
the
evaluation
form.
That
was
his
style
and
it
worked
for
him.
Okay,
so
again,
I'm
not
gonna
dictate.
C
K
H
H
K
C
K
K
K
K
K
K
And
then
address
them,
:,
okay,
and
it
goes
the
same
way
if
you
have
a
five
okay.
So
if
you
have
a
five
and
you
don't
do
anything
about
it,
what's
gonna
happen
to
that.
I
K
Gonna
find
something
else
to
do:
okay,
people
that
doesn't
feel
value.
We
find
a
male
who
stays
out
of
it.
Okay,
I'm
gonna
give
you
example
of
what
happens.
We
stood
Churchill
made
an
experiment
but
went
back
there
about
socialism,
and
he
put
this
example
of
the
school.
He
talked
to
a
teacher
and
they
make
this
history.
K
K
So
first
a
quick
test
came
around
and
the
overachievers
all
tens
or
hundreds
of
whatever,
okay,
it's
in
the
Europe's,
it
was
dead
Wow
and
they
underachievers,
who
wanted
in
the
study,
got
towards
some
threesome
whatever,
so
the
average
was
eight
okay,
so
the
ones
that
study
were
not
happy
because
they
went
down.
They
wanna
be
ecstatic
with
each
lady.
They
all
were
me.
Okay,
second
test
came
around
the
people
that
had
heads
before
he
said.
H
K
Why
it's
so
important
to
address
both
okay,
when
you
have
people
that
have
tense,
is
as
important
to
address
as
the
people
that
is
failing?
Okay,
cuz,
if
you
don't
address
the
tense
they're,
going
to
start
going
down.
Okay
and
your
average
is
gonna
get
worse,
so
you
go
department.
If
you
have
ten
operators
and
you
have
five
tens
and
five
ones-
and
you
don't
address
them
individually.
You're
gonna
get
down
to
a
four
that's
an
average
as
of
absolutely
part.
Okay.
So
that's
a
very
good
person.
K
K
Employees
and
tell
em
pick
between
a
day
job.
This
calling
point,
you
turn
it
out
the
park
or
we
also
need
to
have
the
conversation
hey
what's
going
on
here.
We
are
we're
in
the
time
what's
going
on.
How
can
we
prove
and
we
need
to
document
what
we
documented
here
on
the
sticky
note
thing,
whichever
your
style
is,
we
need
to
start
having.
K
H
F
K
Sorry,
the
employees
have
to
add
them.
These
is
the
piece
that
they
have
to
do,
and
I'm
gonna
tell
you
why,
again,
as
I
said,
performance,
evaluation
and
management
of
talent
management
is
something
that
we
have
to
own
for
ourselves.
Okay,
so
used
to
be
in
the
city.
This
is
something
that
the
managers
we
do
one.
We
just
sign
the
paper,
and
that
was
it
that
was
all
involved
in
a
circle
use.
Okay.
We
need
to
get
our
employees
to
start
to
go
to
the
forum,
because
in
the.
K
K
Why
everybody's
gonna
be
invited
to
be
workshops
have
to
do
their
own
development,
so
fun
so
again,
self
evaluation
away
from
the
conferences
that
is
going
to
be
available
in
HR?
Will
it
all
right,
you're,
comparing
C's
conferences,
competencies,
peak
one?
Have
your
supervisor
tip
one
go
into
the
system,
title
main?
Okay.
So
again,
when
you
talk
about
the
competency
you
talk
about,
why
don't
you
have
a
core
phone?
What
is
supported?
Okay,.
H
K
J
C
K
Their
self
evaluations
they
have
their
goals.
If
you
remove
the
old
form,
we
just
need
to
transfer
them
to
the
new
one.
You
don't
need
to
do
that
self
evaluation
is
I
mean
it's
something
that
you
can
do
ask
Austin
that
you
won,
but
it's
good
to
do
it
like
every
year.
So
you
can
check
what
you
learn
during
the
year
and
while
you're
quality
won
awards.
L
D
D
K
For
the
for
the
conference's
for
the
competencies?
Yes,
so
you
do
your
self-evaluation,
you
go
to
it,
38,
okay,
you
put
them
in
columns
and
then
again
the
one
that
you
want
to
work
on.
They
want
the
new
supervisor
want
to
work
on.
Let's
talk
about
the
product,
okay,
again
use
managerial
portage.
It's
just
easy
to
use
the
same
example:
Katy
wanna
get
developed
on
managerial,
forge
so,
okay,
how
do
we
go
about?
You
can
use
it
book
when
you
can
use
your
imagination,
you're
gonna,
be
the.
K
Person,
that's
what
we
put
in
it.
My
porridge,
because
we
put
Katie,
will
be
the
designated
person
to
all
the
deltas.
Maybe
with
the
directories.
No
me:
don't:
okay,
that's
the
P!
Simply
you
have
to
do
then,
as
supervisors.
We
need
to
cry
smartphones
and
we
put
those
on
the
scorecard,
so
they
financial
state
within
3%
means
nothing
to
the
operator.
What
is
it
goes
for
the
operators
stay
within
the
10%
waist
now's.
Your
goal
we
have
to
type
in
me
for
also
401
stay
within
10%
of
the
ways
in
the
beneficiary
operation.
L
K
The
perfect
way
of
doing
okay,
we
need
to
do
check-ins
and
they
need
to
be
at
least
once
one
support.
Okay,
now
that
may
be
difficult,
but
a
question
that
a
lot
people
ask:
why
don't
we
do?
We
need
make
what
we
do
any
make,
because
we
needed
to
change
the
whole
city
to
or
one
system,
okay,
how
is
it
gonna
go
for
next
year?
K
Remember?
Why?
Because
we
need
to
close
the
box,
but
the
year
ends
in
December,
31st,
okay,
so
that's
when
the
evaluation
period
ends
and
we
should
have
goals
for
the
following
year
already
ready
for
that
means.
Once
we
go
to
writing
goals,
they
don't
change
that
much.
Maybe
we're
talking
about
that
yesterday.
Once
you
have
your
goals
for
the
operators,
there's
no
gonna
change
significantly
unless
they
come
up
with
a
new
water
treatment.
My
time
machine,
the
operators
are
gonna,
learn
how
to
use
new
okay,
our
jobs,
don't
change
that
much
well.
K
H
I
I
D
I
Out,
okay:
this
is
what
our
injuries
are
coming
from.
If
we
do
this,
we
reduce
it
by
5%
and
we're
going
to
do
this.
That's
another
10%
and
share
with
the
employees
how
you're
getting
to
that
20%
and
what
you're
expecting
of
them
to
achieve.
So
you
can
get
to
that
number
that
that's
really
where
the
rubber
hits
the
road
I've
seen
a
lot
of
organizations
that
just
throw
that
number
out
there
and
what
happens
over
time
is
they
keep
failing
and
then
their
employees
are
just
like?
Why
am
I
doing
this?
K
That's
very
important:
what
he's
saying
in
there
is,
you
don't
want
to
put
it
into
the
salt
okay,
so
the
result
is
not
to
spend
a
million
a
million
dollars.
The
result
is
to
spend
three
percent
less
and,
and
how
are
you
gonna?
Do
that?
That's
exactly
what
the
translate
it
is.
Okay,
so
it's
not
be
winning
three
percent
is
don't
waste
paper,
okay,
but
don't
print
every
email,
that's
very
important.
We.
H
K
Be
a
specific
it's
the
city
to
the
level
that
it
makes
sense
to
me
how
I'm
going
to
get
there
decibel
okay,
it's
not
the
result.
There
are.
So
if
we
do
the
right
thing,
the
result
is
good
at
home.
After
that
result
is
the
consequence
of
the
goal
that
we
are
trying
to
achieve.
Okay,
so
it's
very
important
and
again
with
we'll
talk
more
about
it.
Do
they
make
the
call
finding
workshops
that
we're
gonna
have
it's
very
important
to
be
very
I'm,
very
detail-oriented,
don't
over
think
about.
K
D
J
K
C
K
Thing
like
the
city
of
Atlanta,
okay,
they
were
out
of
commission
for
four
weeks.
Can
we
hold
the
people
of
the
office
in
the
city
of
Atlanta,
for
the
IT
department
accountable
for
nor
achieving
the
goals?
Will
that
be
fit?
So
that's
a
real
reason
for
the
chickens.
Okay,
we
need
to
be
able
to
change
the
scope
and
that's
why
you
have
the
capability
of
changing
those.
That's
why
it's
not
coming
from
Eric.
That's
Krypton
here
it
is
fill
out,
go
to
it.
Okay,.
H
K
Have
the
power
to
change
sauce
bones?
Okay,
we
have
a
major
catastrophe.
Do
you
think
they
for
these
good
people
is
going
to
be
able
to
achieve
them,
they're
all
our
goals
and
we're
going
to
be
able
to
sweep
the
streets
if
we
have
to
deal
with
a
major
emergency?
No,
so
we
need
to
switch
to
do
those
goals
to
reflect
the
reality
of
the
city.
Okay,
that's
a
real
reason
for
the
chickens.
We
have
the
power
to
change
those
bowls
either
increase
it
or
decrease
it
or
change
em.
All
together.
B
L
K
Comment:
I'm
going
to
show
you
the
dates
right
now,
so
we
talked
about
the
evaluation
period.
Are
you
coming
off,
but
no
okay?
So
we
talk
about
the
evaluation
period.
Okay,
this
year's
gonna
go
from
June
because
it
all
started
in
May,
31st,
okay,
so
we're
talking
about
June
to
December,
so
think
about
that
when
you
riding
the
boat,
it's
not
the
whole
year
because
again
we
are
in
May.
Okay,
then
April
15
2019
is
when
the
evaluations
are
due
right.
H
K
K
We
try
to
be
as
specific
as
we
could.
Okay,
so
by
name
for
the
necklace,
I'm
gonna
say
the
department
waits
for
this
for
car.
Okay,
because
again
in
operational
safety,
maybe
make
way
more
than
in
fact.
Okay.
So
we're
still
having
discussions
about
that,
the
detectors
will
have
those
who
a
set
up
by
main
force.
Okay,
that's
what
is
it
make
sure
to
11
and
I'll?
Show
you
the
events
for
the
tomorrow.
Everybody
will
be
asked
to
attend
me:
hey
thanks
for
your
role
in
performance
evaluation.
K
Those
are
the
workshops
that
we've
been
talking
about.
Okay,
we
have
them
all
over
the
city.
We're
gonna
have
them
in
the
wastewater
plant
police
department
here
at
the
Civic
Center
and
at
the
servicer
and
everybody's
free
to
work
whatever
meaning
they
have.
They
don't
have
to
sign
off.
You
just
show
up
with
your
questions
and
we're
going
to
basically
go
all
right.
Yeah,
that's
we're
gonna
do
answer
questions
that
people
may
have
and
as
rifles
I'm,
sorry.
D
K
You
guys
to
have
first
crack
of
the
information
before
it
went
out
because
I
know
sometimes
we
send
stuff
out
and
then
you
don't
know
anything
about
your
employee.
Ask
you
and
you
don't
know
anything
about
it.
You
just
read
it
at
the
same
time
that
there
for
you
so
I'll
show
you
the
schedule
in
a
sec,
then
all
they
we're
gonna
take
time
to
develop
smaller
holes.
Okay,
I
highly
recommend
that
you
sit
down
talk
about
the
goals-
okay,
because
it's
just
easier.
K
If
you
said
10%,
they're
gonna
tell
you
that's
impossible,
because
this
is
happening
and
you
may
not
be
aware,
but
you
may
not
remember
that
that
was
happening.
Okay.
So
it's
a
lot
easier.
It's
a
lot,
less
work.
If
you
sit
down
and
collaborate
okay
and
Nathan
first
is
what
all
the
individual
SMART
goals
are
doing
the
performance
management
system.
So
you
have
to
go
in
and
type
those
goals
evening
for
everyone,
June
1st
to
December
31st.
They
asked
a
review
process.
K
Okay,
so
we
should
have
at
least
two
chickens:
okay,
December
31st
dierent,
and
you
should
have
the
cause
for
2019
ready
to
go.
Okay,
January
2014.
We
have
to
do
the
evaluations
again,
we
have
to
wait
for
the
numbers.
There
are
numbers,
I
have
to
wait
for
finance
all
the
locals.
Don't
like
I
know
they
will
work
like
they
have
their
performance.
So
much
already,
don't
by
the
end
of
jump.
Okay,.
H
K
H
K
K
F
K
Give
we
can
wheel
it
out
in
order
to
we're
recording
there,
though,
and
again,
as
I
said,
we
get
out
of
doors,
I,
don't
know
whether
this
mulch
is
going
to
be.
We
can
always
have
more
workers,
I
think
we
have
until
the
end
of
May
I
said
all
that
if
you
want
us
to
come
to
as
individually
for
your
department,
we
can
do
that
as
well.
We
just
have
to
schedule
it,
but
that's
what
we
hear.
F
C
K
H
K
I,
give
you
an
example
on
the
Gordon's
okay,
so
they're
gonna
be
for
the
operator
is
the
same
thing.
They
still
have
to
be
within
10%
of
the
quickstep.
That
goal
doesn't
change
okay,
but
if
you
somebody
who
in
purchasing-
and
they
can
only
spend
a
million
dollars
a
year
and
they're
coming
in
June,
we
should
just
go
to
be
half
a
million
of
half
a
million
dollars
a
year.
Okay,.
C
K
K
C
A
K
No
mandatory,
if
you
want
to
go
I
mean
that
if
you
are
ready,
all
the
yes,
it
would
be
everybody's
going
to
be
invited.
So,
as
Christine
said,
what
I
share
the
same
information,
nora
lampie
when
I
share
the
same
before
with
you
with
everybody
and
then
we're
gonna
concentrate
on
driving
holes.
What
it
means
to
be
small,
okay,.
K
I,
don't
think
we're
ready
for
that.
Yet
that's
part
of
the
future
okay,
which
we
are
going
to
get
there.
We
didn't
have
meaningful
smart
goals
before
okay,
so
we're
going
one
step
at
a
time
when
I
have
goals
for
everybody
the
same
this
year,
which
is
also
half
a
year
of
it,
and
then
we're
going
to
start,
including
more
things
like
I,
said
self
evaluations.
K
I
know
it's
something
that
is
totally
alien
to
a
lot
of
people
in
the
city,
but
that's
how
they
performance
management
systems
should
start
instead
of
the
manager
initiating
and
evaluation
they
employee
to
the
self
evaluation.
On
that
of
the
same
goals,
the
same
form,
an
ad
manager
will
come
and
do
their
evaluation
on
top
of
the
employees
evaluation
and
they
both
want
to
be
kept
in
there.
Okay.
This
is
a
very
good
discussion
between
the
two
in
right
and
before
the
discussions.
K
That's
common
we're
gonna,
try
to
introduce
smarter
down
stretch,
folks,
okay,
we
do
have
overachievers
in
DC.
We
have
such
said.
We
need
to
turn
to
them
as
much
as
we
tend
to
the
other
chambers,
because
those
are
the
talented
people
that
we
need
to
develop
faster,
so
we
can
move
faster.
Okay.
So
if
you
are
an
overachiever,
nobody
takes
care
of
you.
Nobody
give
you
challenges.
What's
going
to
happen
to
you,
you
get
more
and
you
find
something
else
to
do
and
that's
what
it
is
to
do
normally
meets
with
a
recruiter.
K
K
That
is
now
ready
for
a
stretch
goal
and
they
are
as
valuable
and
then
as
they
wonder
what
a
top
10
models.
Okay,
because
we
need
those
every
organization
needs
all
kinds
of
people.
We
need
the
person
I
want
to
stay
on
the
same
deal
for
the
next
15
years.
That's
great!
Because
that's
how
do
we
keep?
They
know
how?
But
we
also
want
the
person
they're
gonna,
move
10
steps
ahead.
K
Okay
within
the
next
three
months,
we
need
those
and
we
need
to
tend
to
both
of
those.
So
the
person
what
is
saying
this
is
the
same
job
for
15
years
we
have
the
regular
calls
and
the
person
that
wanna
move
three
times
faster
should
have
stretch
goals
that
keep
them
in
the
game.
Okay,
it's
all
about
engagement.
M
K
And
engage
it
shows
okay,
it
shows
the
relationship
that
you're
gonna
have
with
that.
Customer
is
gonna,
be
totally
different,
that
when
you
worry
about
you,
no
no
don't
be
pay
or
don't
get
good
benefits
or
not
getting
the
stretch
goals
on
board.
Okay,
I'm,
one
of
those
high
power,
and,
of
course,
how
is
my
interaction
with
my
customers
currently
or.
M
K
Going
to
catch
on,
okay,
so
that's
why
we
have
to
have
people
engage.
That's
one
concept.
The
other
concept
that
is
very
important
and
we're
working
on
a
visual
is
a
Twitter
okay,
so
other
people
say:
oh,
we
want
to
be
equal.
No,
you
don't
you
don't
want
to
be
equal.
That's
why
again,
that's
a
socialist
idea!
Okay,
we
don't
wanna,
be
people,
we
want
to
be
equal
okay,
so
we
need
to
give
people
a
better
picture.
What
are
these
people
what
they
need
to
be
engaged?
That's
what
equities.
K
G
E
F
K
L
F
K
F
K
H
K
Couldn't
get
more
sophisticated
again,
this
is
the
first
step
towards
a
fully
performance
and
an
important
performance
management.
I
call
it
talent
management,
because
the
change
management.
What
is
going
to
come
from
this
when
looking
into
new
systems
today
there
are
a
lot
more
powerful
than
me
evolve,
so
we
can
get
reports
by
skills,
okay,
so
we're
our
report,
skills
in
the
in
the
system,
and
we
need
somebody
to
move
work
at
it.
We
have
an
emergency
in
the
waste
word
plan.
We
need
a
project
manager
that
has
a
PC
skills.
K
We
can
go
into
the
system
of
who
those
skills
to
the
reports.
That's
one
thing
that
we
want
to
be
able
to
do
once
we
have
this
point:
we
need
to
identify
people
that
have
management
potential
or
director
potential
and
put
it
on
our
counter
real
track.
Okay,
there's
a
lot
of
people
here
that
I
said:
I
want
to
have
a
career
with
the
scene,
not
a
job,
a
career.
We
have
no
way
of
doing
that.
Right,
then
identifying
time
because
I
don't
know.
H
K
An
established
system
that
will
help
you
and
me,
and
everyone
in
the
city
identify
time
so
I
need
a
supervisor.
When
are
we
looking
for
a
Supervisor
position
because
somebody
is
retiring
and,
and
they
don't
have
the
knowledge
of
the
area
that
I
need
the
skills?
The
knowledge
I
can
teach
is
easy
to
teach
an
area.
I
know
what
a
lot
of
people
think
that
we
do
for
the
beauty
course
here.
But
it's
not
true.
If
you.
G
H
K
K
Formulation,
because
we
wanna
have
an
inventory
of
skills
in
the
city.
We
know
where
needs
the
skills
that
we
need
for
successful
supervisor
feedback
already,
because
we
already
have
the
performance
evaluation
that
so,
if
you
are
lifeguard,
you
come
over
and
said:
hey
don't
elect
are
going
to
be
here.
I'm
gonna
have
a
career
with
the
seat.
What
do
I
need
to
learn?
Okay,
can
you
call
supervisor
8:30?
K
What
are
the
skill
set?
That
I
mean
all
you
need
a
college
degree.
That
would
be
my
next
with
the
city
we're
going
to
allow
you
to
work
here.
While
you
go
to
college
to
get
this
degree
or
you
need
each
certification
that
we're
going
to
be
able
to
provide,
you
have
a
real
track
to
kill
who
you
want
to
go
to
the
performance
evaluation
system.
So
it's.
K
Sophisticated
this
is
just
a
first
step.
I,
don't
want
to
scare
anybody,
it's
not
about
more
changes.
Just
we
need
to
move
on
to
pass
meaningful
goals
that
reflect
the
skills
that
the
city
is
so
what
I'm
more
on
gold
writing
at
stretch,
goals
and
being
able
to
have
individualized
performance
management.
That's
what
I
go
for
the
performance
management
I
call
that
talent
management
system-
okay,
we
also
need
without
need
to
do
special
time.
K
H
K
Know
who
is
loaded
to
take
on
the
next
challenge?
We
don't
know
if
we
have
capable
people
to
take
on
the
next
challenge.
So
that's
where
we're
going
so,
yes,
we're
going
to
have
more
all
righty
we're
going
to
have
stretch
goals,
we're
gonna
have
more
specificity.
We
have
to.
We
need
to
go
down
to
every
job
in
the
city
and
have
a
very
crude
understanding
of
what
is
it
that
is
needed
to
do
that
job
successfully,
and
we
can
only
do
it.
You
know
one
step
at
a
time.
K
We
have
to
educate
the
whole
city
on
how
to
get
there.
That's
what
we're
going.
I
told
you
that
can
be
talking
about
performance
matters
before
days,
because
it's
the
base
of
a
lot
of
things,
everyone,
it's
also
tied
to
compensation,
how
close,
maybe
it's
to
have
a
date
yet
to
develop
the
performance
structure.