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Performance, Compensation and Talent Management Committee California Public Employees Retirement System Consent Agenda Item 4c June 18, 2013, ITEM NAME: Proposed Changes to the Actuarial Classification

How to fill out performance compensation and talent

How to fill out performance compensation and talent:

1. Review the performance criteria: Start by understanding the specific performance criteria that are being used to evaluate an individual's performance. This could include metrics such as sales targets, customer satisfaction ratings, or productivity measures.
2. Assess individual performance: Evaluate how well an individual has performed against the defined criteria. This may involve collecting data, conducting performance reviews, or gathering feedback from colleagues or supervisors.
3. Set compensation accordingly: Based on the assessment of individual performance, determine the appropriate compensation that should be allocated. This could include salary increases, bonuses, commissions, or other forms of monetary rewards.
4. Consider talent development opportunities: While filling out performance compensation, also consider the opportunities for talent development. Identify individuals who have demonstrated high potential and explore ways to nurture their skills and capabilities through training, mentoring, or challenging assignments.

Who needs performance compensation and talent:

1. Employees: Performance compensation and talent assessments are typically relevant to all employees within an organization. It helps to reward and recognize individuals who have contributed to the achievement of organizational goals and motivate them to continue performing at their best.
2. Managers and supervisors: Managers and supervisors play a crucial role in evaluating the performance of their team members and providing input for performance compensation decisions. They need to understand the process and guidelines for filling out performance compensation and talent assessments accurately.
3. Human Resources professionals: HR professionals are responsible for managing the overall performance management system, including the administration of performance compensation and talent assessments. They need to ensure fairness, consistency, and compliance with company policies and legal requirements.

In summary, filling out performance compensation and talent involves reviewing performance criteria, assessing individual performance, setting compensation accordingly, and considering talent development opportunities. It is relevant to employees, managers, supervisors, and HR professionals who are involved in the performance management process.

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