A3 Portfolio
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Provide strategic creative
direction, graphic design and
marketing solutions.
Clients Include
Corn Products
National Starch
Givaudan Corporation
Coty
Kimora Lee Simmons Jewelry
MSP Communications
Bill Blass NY
Footlocker Inc.
Cisco Systems
Coleman Technology
Precidio Network Solutions
MSK Realty
James H Hunt Funeral Homes
YWCA of Hampton Roads
Watermarc Graphics & Printing
Experience In
Creating innovative communications, marketing/sales materials and Retail POP including new
brand identity, supporting brand collateral and product develoment across several mediums.
Designing and developing print collateral in support of global programs.
Providing creative direction and developing Client Web Applications - Intranet and Internet
Editorial development to support concept initiative along with innovative product ideas
Proven ability to handle and prioritize multiple projects, accommodate fast turn-rounds and
adapt to changing deadlines in a highly collaborative, input-driven environment.
Skilled at identifying and implementing new ways of thinking about media.
CPLearn | Success Factors
Brings best practices to the organization; mobilizes teams to seek insights from diverse data sources.
Your organization contains a wealth of information about process improvement and learning. In addition, you can learn a lot from other organizations. An effective leader of system and
process improvement makes a point to learn from others, gather best practices, and share learning with others. To assist you in learning from your organization and others, try these
steps:
Identify areas in which you want the work team to improve, and then identify organizations that excel in these areas. Invite people from these organizations to talk with you
about their work.
Some alliance or business partners are very willing to train and develop parts of their value chain in process management. Check and see if any of your value chain partners
offer this service.
Communicate about the results of process improvement efforts, so that others can learn.
Ensure that team members use lessons learned. When you initiate a new improvement project, ask what principles or learning from other projects are being applied. Also ask
about risks the team identified based on previous lessons learned. Asking these questions will draw attention to the fact that you want people to use lessons.
Attend leadership and management development programs that include people from other organizations so that you can learn from their experiences.
Ensure that teams use best-practices models as a starting place for their work. Then, to gain competitive advantage, improve upon those practices.
Use your company's intranet to post and exchange information about process improvements. Set up a section where people can post information.
Read articles to keep up with current trends in quality management, particularly those that address issues your company is facing. Such articles are also good sources of
stories about effective and ineffective implementations.
27
Youandyourmanagershouldscheduleperiodicfollow-upstohelpyoustayontrackandperformtoyourgreatestpotentialduringtheyear.
4. Sign Off by your Manager and the Next-Level ManagerYourmanagerisrequiredtosignoffonyourreviewandgainapprovalforfromhisorhermanageraswell.Thisisanopportunityforyourmanagertoreceiveanadditionalviewpointandensurehisorherratingsarefairandequitable.Whenyourmanagerhasreceivednext-levelapproval,heorshecancommunicatetheoverallratingtoyoudirectly,closingtheperformanceyear.ManagersandindividualshavetheopportunitytomakeanycommentstheywishintheAchievesystem.
Managersmusttakethetimetodiscussthebasisoftheemployee’sratingbyreviewingachievementofeachofhis/hergoalsandhighlightingSuccessDriversdemonstratedthatrepresentsstrengthsordevelopmentopportunities.
TheexpectationisthatmostpeoplewilldelivertheirgoalsanddosobydemonstratingtheSuccessDriversappropriatetotheirpositionandlevel.Thiswouldresultinanoverallratingof3.Everyindividualshouldbeproudtoachievethislevelofperformance.A3ratingdoesnotmeantheindividualisaverage—ratheritmeanstheydeliveredresultsagainstachallengingsetofgoalsanddidsoinawaythatreinforcesandbuildsourculture.
End-of-Year Review
21 End-of-Year Review
In a sustainable, high performance culture, how you deliver
matters.
Key Steps
1. Review Performance
2. Rate Goals and Success Drivers
3. Assign Overall Performance Rating
4. Sign Off by your Manager and the Next Level Manager
End-of-Year Review In a sustainable, high-performance culture,
how you deliver matters.
ThegoalsoftheEnd-of-Yearreviewaretorecognizeyourperformanceandcontributiontothebusinessandidentifyopportunitiesforimprovement.TheEnd-of-YearReviewbalancesWhatyoudelivered(Goals)andHow(SuccessDrivers)youdeliveredittodetermineyouroverallperformanceratingfortheyear.
Theultimateobjectiveisaclearandsharedunderstandingof:• Whathasbeendelivered,• Howitwasdelivered,• Opportunitiesforimprovement,• Asingleoverallperformancerating
1. Review PerformanceInpreparationfortheEnd-of-Yearreview,documentyourgoalachievementsandprovideaself-rating(1-5)foreachgoalusingafive-pointscale
Five-point scale: 1=hasnotmetthisgoal2=hasmadesubstantialprogresstowardthisgoalbuthasnotfullymet3=hasfullymetthisgoal4=hasexceededthisgoal5=hassubstantiallyexceededthisgoal
What HowOverall
Performance
+ =
11
“The Individual Development Process ties individual growth to Corn
Products’ business goals, ensuring individuals have the skills to
perform well in their current and future roles and the company has
the capabilities to meet its evolving business needs.”
Key Steps
1. Review Goals and Success Drivers
2. Discuss Progress, Career Goals and Development Plan
3. Implement Development Plans
Mid-Year Review and Individual Development
Mid-Year Review and Individual Development
1. Review Goals and Success Drivers Mid-yearisanopportunitytoreviewprogressagainstyourperformancegoalsandfocusonyourindividualdevelopment.Youandyourmanagershouldbeginbyconductingaformalmid-yearreviewofyourprogress.
Inpreparation,postyourgoalachievementsandupdatethestatusonyourGoalPlanusingtheAchievesystem.Thesystemstaysopenthroughouttheyearsothatyoucanupdateyourprogressonaregularbasis.Yourmanagermaywanttoestablishfrequentupdates.Forexample,ifsomeoneisnewtoaroleandneedsmoresupportfromtheirmanager,theremightbemonthlyupdates.Thiscanbedecidedbetweenyouandyourmanager;however,theminimumupdateexpectedisamid-yearreview.
Inaddition,youshouldprepareforadiscussionwithyourmanageraboutyourcareergoalsandyourindividualdevelopment.
First,identifyyourcareergoalsandinterests.CareergoalsandinterestsarethecontextforyourDevelopmentPlan.
Thefollowingquestionsmaybehelpfulindiscoveringyourprofessionalgoalsandinterests:
• Whatareyoupassionateaboutdoing?• Whatdefinesprofessionalsuccessand
satisfactionforyou?• Whatdoyouwanttoaccomplishinyour
profession?Whatareyourshort-andlong-termgoals?
• Whatarethecharacteristicsofyouridealjob?Wheredoyourinterestslie?
• Howmuchstructuredoyouneed?Whatlevelofambiguitycanyoutolerate?
• Doyoulikebeingamemberofateam,ordoyouprefertoworkindependently?
• Doyouenjoyleadingothers?Doyouwanttomanageotherpeople?
• Whatareyourkeyaccomplishments?Whatdotheytellyouaboutyourcareer?
• Howdoesyourchosencareerdirectionfitwithyourstrengths?Yourdevelopmentneeds?
• Howdoyourworkaspirationsandpossibilitiesmeasureupagainstthewayyouwanttoliveyourlifeoutsideofwork?Aretheretrade-offsthatneedtobemade?Forexample,wouldyouraspirationsrequiretravelorrelocation,butyouarenotabletodothat?
13
A simple framework that some find helpful isG.R.O.W
WhatareyourcareerGoals?
Whenyouconsideryourperformancetodateandyourcareerstage,aretheyRealistic?
WhatOpportunitieswillyouhaveoverthenextperiodtogatherexperiencesthatcanhelpyoudevelopandgrow?Arethereopportunitiestotakeupapositionthatmovesyoutowardsyourgoals?
HaveyougenuinelygottheWillandthecommitmentneededtoachieveyourgoal?Haveyoufullyconsideredalloftheimplicationsonallaspectsofyourlife?
The Mid-Year Review and Individual Development Process:
• Provides a formal review to discuss the progress the individual has made in
achieving his/her performance goals and demonstrating the Success Drivers
• Provides a forum for the individual and his/her manager to discuss individual
development and build concrete professional development plans
• Demonstrates Corn Products’ commitment to helping individuals grow professionally
• Continuously builds the Company’s capabilities to meet evolving business needs
Onceyouhaveconsideredthesequestions,youarebetterabletoarticulatejobcharacteristicsthataremostimportanttoyouanddescribehowyouwouldliketoenhanceyourcurrentrole.Inaddition,youarebetterabletoidentifyassignmentstowhichyoucanreasonablyaspire.
Mid-Year Review and Individual Development
Corn Products’ Individual Development Process represents the
Company’s commitment to ongoing professional development.
G
R
O
W
GROW Inasustainable,high-performanceculture,how youdelivermatters.SuccessDriversdefine“howwework”andarealanguageofhighperformanceforourprofessionals,managers,directorsandexecutivesaroundtheworld.WhileSuccessDriversguideourbehavior,theyalsorecognizethatwearealluniqueindividuals,andthediversityofouremployeesisakeyingredientofoursuccess.
Antionne,
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Condorso Travel64 River Road • Montville
Como’s Italian Bistro418 Fairfield Road • Montville
Mullett Kitchen & Design500 River Road • Montville
D’Agosto LandscapingPassaic • Bergen • Morris Counties
Dara’s Dance Studio446 Route 202 • Montville
Bollo Salon43 Main Street • Montville
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Cycle Craft465 Route 46 • Montville 973-331-5544
Scan this QR code with your smartphone to find out more about our new “Stay In Your Town” program details & discounts”.
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Moving, redesigning or just needing to update, stay in town and allow us
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973-331-3000 • www.mymontville.com
Mullet Kitchen & Design
The Fruited Plain4 Changebridge Road • Montville
Como’s Italian Bistro418 Fairfield Road • Montville
D’Agosto LandscapingPassaic • Bergen • Morris Counties
Dara’s Dance Studio446 Route 202 • Montville
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Mullett Kitchen & Design500 River Road • Montville 973-331-5544
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Scan this QR code with your smartphone to find
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Condorso Travel64 River Road • Montville
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Montville Township, Your Town
973-331-3000 • www.mymontville.com
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Miss. Francine Copenhagen22 Timberland DriveMontville, NJ 07045
The Fruited Plain4 Chainbridge Road • Montville
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out more about our new “Stay In Your Town”
program details and discounts”.
Pace Karate10 Fairfield Road • Montville
Condorso Travel64 River Road • Montville
Como’s Italian Bistro418 Fairfield Road • Montville
Mullett Kitchen & Design500 River Road • Montville
D’Agosto LandscapingPassaic • Bergen • Morris Counties
Dara’s Dance Studio446 Route 202 • Montville
Bollo Salon43 Main Street • Montville
Greik Brick & Paving10 Jacksonville Road • Montville
Watermarc Graphics | 2367A Beryllium Road | Scotch Plains, NJ 07076 | tel 908.889.8003 fax 908.889.8004 | www.watermarc.com
Alexis Alesso Ackerm 973 650 6777f |p 973 882 [email protected] PineBrook RoadMontvi l le, NJ 07045