©2011 Milliken & Company

Performance LevelHighly Valued

ContributorValued

ContributorContributorDoes Not Meet Expectations

4 3 2 1Key Leader• Achieves some results.

• Capable of moving up two or more organizational levels OR capable of reaching the Executive level.

Highly Valued Key Leader• Exceeds most goals – especially

those of high priority. • Capable of moving up two or

more organizational levels OR capable of reaching theExecutive level.

Valued Key Leader• Achieves most goals, and may

even exceed some. • Capable of moving up two or more

organizational levels OR capable of reaching the Executive level.

Non-Performer• Does not achieve minimum

requirement on goals. May be in wrong job.

• Capable of moving up two or more organizational levels OR capable of reaching the Executive level.

Leader• Achieves some results.

• Capable of moving up one organizational level.

Highly Valued Leader• Exceeds most goals – especially

those of high priority.

• Capable of moving up one organizational level.

Valued Leader• Achieves most goals, and may

even exceed some.

• Capable of moving up oneorganizational level.

Non-Performer• Does not achieve minimum

requirement on goals. May be in wrong job.

• Capable of moving up one organizational level.

Professional• Achieves some results.

• Able to be successful in their current job. Able to accept expanded or related responsibilities within their current position. Able to accept another position at the same organizational level.

Highly Valued Professional• Exceeds most goals – especially

those of high priority.

• Able to be successful in their current job. Able to accept expanded or related responsibilities within their current position. Able to accept another position at the sameorganizational level.

Valued Professional• Achieves most goals, and may

even exceed some.

• Able to be successful in their current job. Able to accept expanded or related responsibilities within their current position. Able to accept another position at the same organizational level.

Non-Performer• Does not achieve minimum

requirement on goals.

• May be able to be successful in their current job. May be able to accept expanded or related responsibilities within their current position. May be able to accept another position at the same organizational level.

A1A2A3

B1B2B3

C1C2C3

A4

B4

C4

A

B

C

Pote

ntia

l Lev

el

Identifying the Development NeedsPPA

Ratings

©2011 Milliken & Company

Performance LevelHighly Valued

ContributorValued

ContributorContributorDoes Not Meet Expectations

4 3 2 1Key Leader• Achieves some results.

• Capable of moving up two or more organizational levels OR capable of reaching the Executive level.

Highly Valued Key Leader• Exceeds most goals – especially

those of high priority. • Capable of moving up two or

more organizational levels OR capable of reaching theExecutive level.

Valued Key Leader• Achieves most goals, and may

even exceed some. • Capable of moving up two or more

organizational levels OR capable of reaching the Executive level.

Non-Performer• Does not achieve minimum

requirement on goals. May be in wrong job.

• Capable of moving up two or more organizational levels OR capable of reaching the Executive level.

Leader• Achieves some results.

• Capable of moving up one organizational level.

Highly Valued Leader• Exceeds most goals – especially

those of high priority.

• Capable of moving up one organizational level.

Valued Leader• Achieves most goals, and may

even exceed some.

• Capable of moving up oneorganizational level.

Non-Performer• Does not achieve minimum

requirement on goals. May be in wrong job.

• Capable of moving up one organizational level.

Professional• Achieves some results.

• Able to be successful in their current job. Able to accept expanded or related responsibilities within their current position. Able to accept another position at the same organizational level.

Highly Valued Professional• Exceeds most goals – especially

those of high priority.

• Able to be successful in their current job. Able to accept expanded or related responsibilities within their current position. Able to accept another position at the sameorganizational level.

Valued Professional• Achieves most goals, and may

even exceed some.

• Able to be successful in their current job. Able to accept expanded or related responsibilities within their current position. Able to accept another position at the same organizational level.

Non-Performer• Does not achieve minimum

requirement on goals.

• May be able to be successful in their current job. May be able to accept expanded or related responsibilities within their current position. May be able to accept another position at the same organizational level.

A1A2A3

B1B2B3

C1C2C3

A4

B4

C4

A

B

C

Pote

ntia

l Lev

el

Corre

ctive

Act

ion

Identifying the Development NeedsPPA

Ratings

©2011 Milliken & Company

Performance LevelHighly Valued

ContributorValued

ContributorContributorDoes Not Meet Expectations

4 3 2 1Key Leader• Achieves some results.

• Capable of moving up two or more organizational levels OR capable of reaching the Executive level.

Highly Valued Key Leader• Exceeds most goals – especially

those of high priority. • Capable of moving up two or

more organizational levels OR capable of reaching theExecutive level.

Valued Key Leader• Achieves most goals, and may

even exceed some. • Capable of moving up two or more

organizational levels OR capable of reaching the Executive level.

Non-Performer• Does not achieve minimum

requirement on goals. May be in wrong job.

• Capable of moving up two or more organizational levels OR capable of reaching the Executive level.

Leader• Achieves some results.

• Capable of moving up one organizational level.

Highly Valued Leader• Exceeds most goals – especially

those of high priority.

• Capable of moving up one organizational level.

Valued Leader• Achieves most goals, and may

even exceed some.

• Capable of moving up oneorganizational level.

Non-Performer• Does not achieve minimum

requirement on goals. May be in wrong job.

• Capable of moving up one organizational level.

Professional• Achieves some results.

• Able to be successful in their current job. Able to accept expanded or related responsibilities within their current position. Able to accept another position at the same organizational level.

Highly Valued Professional• Exceeds most goals – especially

those of high priority.

• Able to be successful in their current job. Able to accept expanded or related responsibilities within their current position. Able to accept another position at the sameorganizational level.

Valued Professional• Achieves most goals, and may

even exceed some.

• Able to be successful in their current job. Able to accept expanded or related responsibilities within their current position. Able to accept another position at the same organizational level.

Non-Performer• Does not achieve minimum

requirement on goals.

• May be able to be successful in their current job. May be able to accept expanded or related responsibilities within their current position. May be able to accept another position at the same organizational level.

A1A2A3

B1B2B3

C1C2C3

A4

B4

C4

A

B

C

Pote

ntia

l Lev

el

Man

age

Perfo

rman

ce

Identifying the Development NeedsPPA

Ratings

©2011 Milliken & Company

Performance LevelHighly Valued

ContributorValued

ContributorContributorDoes Not Meet Expectations

4 3 2 1Key Leader• Achieves some results.

• Capable of moving up two or more organizational levels OR capable of reaching the Executive level.

Highly Valued Key Leader• Exceeds most goals – especially

those of high priority. • Capable of moving up two or

more organizational levels OR capable of reaching theExecutive level.

Valued Key Leader• Achieves most goals, and may

even exceed some. • Capable of moving up two or more

organizational levels OR capable of reaching the Executive level.

Non-Performer• Does not achieve minimum

requirement on goals. May be in wrong job.

• Capable of moving up two or more organizational levels OR capable of reaching the Executive level.

Leader• Achieves some results.

• Capable of moving up one organizational level.

Highly Valued Leader• Exceeds most goals – especially

those of high priority.

• Capable of moving up one organizational level.

Valued Leader• Achieves most goals, and may

even exceed some.

• Capable of moving up oneorganizational level.

Non-Performer• Does not achieve minimum

requirement on goals. May be in wrong job.

• Capable of moving up one organizational level.

Professional• Achieves some results.

• Able to be successful in their current job. Able to accept expanded or related responsibilities within their current position. Able to accept another position at the same organizational level.

Highly Valued Professional• Exceeds most goals – especially

those of high priority.

• Able to be successful in their current job. Able to accept expanded or related responsibilities within their current position. Able to accept another position at the sameorganizational level.

Valued Professional• Achieves most goals, and may

even exceed some.

• Able to be successful in their current job. Able to accept expanded or related responsibilities within their current position. Able to accept another position at the same organizational level.

Non-Performer• Does not achieve minimum

requirement on goals.

• May be able to be successful in their current job. May be able to accept expanded or related responsibilities within their current position. May be able to accept another position at the same organizational level.

A1A2A3

B1B2B3

C1C2C3

A4

B4

C4

A

B

C

Pote

ntia

l Lev

el

Chal

leng

e

Identifying the Development NeedsPPA

Ratings

©2011 Milliken & Company

Performance LevelHighly Valued

ContributorValued

ContributorContributorDoes Not Meet Expectations

4 3 2 1Key Leader• Achieves some results.

• Capable of moving up two or more organizational levels OR capable of reaching the Executive level.

Highly Valued Key Leader• Exceeds most goals – especially

those of high priority. • Capable of moving up two or

more organizational levels OR capable of reaching theExecutive level.

Valued Key Leader• Achieves most goals, and may

even exceed some. • Capable of moving up two or more

organizational levels OR capable of reaching the Executive level.

Non-Performer• Does not achieve minimum

requirement on goals. May be in wrong job.

• Capable of moving up two or more organizational levels OR capable of reaching the Executive level.

Leader• Achieves some results.

• Capable of moving up one organizational level.

Highly Valued Leader• Exceeds most goals – especially

those of high priority.

• Capable of moving up one organizational level.

Valued Leader• Achieves most goals, and may

even exceed some.

• Capable of moving up oneorganizational level.

Non-Performer• Does not achieve minimum

requirement on goals. May be in wrong job.

• Capable of moving up one organizational level.

Professional• Achieves some results.

• Able to be successful in their current job. Able to accept expanded or related responsibilities within their current position. Able to accept another position at the same organizational level.

Highly Valued Professional• Exceeds most goals – especially

those of high priority.

• Able to be successful in their current job. Able to accept expanded or related responsibilities within their current position. Able to accept another position at the sameorganizational level.

Valued Professional• Achieves most goals, and may

even exceed some.

• Able to be successful in their current job. Able to accept expanded or related responsibilities within their current position. Able to accept another position at the same organizational level.

Non-Performer• Does not achieve minimum

requirement on goals.

• May be able to be successful in their current job. May be able to accept expanded or related responsibilities within their current position. May be able to accept another position at the same organizational level.

A1A2A3

B1B2B3

C1C2C3

A4

B4

C4

A

B

C

Pote

ntia

l Lev

el

Identifying the Development NeedsPPA

Ratings

©2011 Milliken & Company

Performance LevelHighly Valued

ContributorValued

ContributorContributorDoes Not Meet Expectations

4 3 2 1Key Leader• Achieves some results.

• Capable of moving up two or more organizational levels OR capable of reaching the Executive level.

Highly Valued Key Leader• Exceeds most goals – especially

those of high priority. • Capable of moving up two or

more organizational levels OR capable of reaching theExecutive level.

Valued Key Leader• Achieves most goals, and may

even exceed some. • Capable of moving up two or more

organizational levels OR capable of reaching the Executive level.

Non-Performer• Does not achieve minimum

requirement on goals. May be in wrong job.

• Capable of moving up two or more organizational levels OR capable of reaching the Executive level.

Leader• Achieves some results.

• Capable of moving up one organizational level.

Highly Valued Leader• Exceeds most goals – especially

those of high priority.

• Capable of moving up one organizational level.

Valued Leader• Achieves most goals, and may

even exceed some.

• Capable of moving up oneorganizational level.

Non-Performer• Does not achieve minimum

requirement on goals. May be in wrong job.

• Capable of moving up one organizational level.

Professional• Achieves some results.

• Able to be successful in their current job. Able to accept expanded or related responsibilities within their current position. Able to accept another position at the same organizational level.

Highly Valued Professional• Exceeds most goals – especially

those of high priority.

• Able to be successful in their current job. Able to accept expanded or related responsibilities within their current position. Able to accept another position at the sameorganizational level.

Valued Professional• Achieves most goals, and may

even exceed some.

• Able to be successful in their current job. Able to accept expanded or related responsibilities within their current position. Able to accept another position at the same organizational level.

Non-Performer• Does not achieve minimum

requirement on goals.

• May be able to be successful in their current job. May be able to accept expanded or related responsibilities within their current position. May be able to accept another position at the same organizational level.

A1A2A3

B1B2B3

C1C2C3

A4

B4

C4

A

B

C

Pote

ntia

l Lev

el

Identifying the Development NeedsPPA

Ratings

©2011 Milliken & Company

Performance LevelHighly Valued

ContributorValued

ContributorContributorDoes Not Meet Expectations

4 3 2 1Key Leader• Achieves some results.

• Capable of moving up two or more organizational levels OR capable of reaching the Executive level.

Highly Valued Key Leader• Exceeds most goals – especially

those of high priority. • Capable of moving up two or

more organizational levels OR capable of reaching theExecutive level.

Valued Key Leader• Achieves most goals, and may

even exceed some. • Capable of moving up two or more

organizational levels OR capable of reaching the Executive level.

Non-Performer• Does not achieve minimum

requirement on goals. May be in wrong job.

• Capable of moving up two or more organizational levels OR capable of reaching the Executive level.

Leader• Achieves some results.

• Capable of moving up one organizational level.

Highly Valued Leader• Exceeds most goals – especially

those of high priority.

• Capable of moving up one organizational level.

Valued Leader• Achieves most goals, and may

even exceed some.

• Capable of moving up oneorganizational level.

Non-Performer• Does not achieve minimum

requirement on goals. May be in wrong job.

• Capable of moving up one organizational level.

Professional• Achieves some results.

• Able to be successful in their current job. Able to accept expanded or related responsibilities within their current position. Able to accept another position at the same organizational level.

Highly Valued Professional• Exceeds most goals – especially

those of high priority.

• Able to be successful in their current job. Able to accept expanded or related responsibilities within their current position. Able to accept another position at the sameorganizational level.

Valued Professional• Achieves most goals, and may

even exceed some.

• Able to be successful in their current job. Able to accept expanded or related responsibilities within their current position. Able to accept another position at the same organizational level.

Non-Performer• Does not achieve minimum

requirement on goals.

• May be able to be successful in their current job. May be able to accept expanded or related responsibilities within their current position. May be able to accept another position at the same organizational level.

A1A2A3

B1B2B3

C1C2C3

A4

B4

C4

A

B

C

Pote

ntia

l Lev

el

Identifying the Development NeedsPPA

Ratings