Designing Executive Performance Evaluation Systems September 13, 2011

5 CPE/Strategic Credits

Want to know how to reinvigorate, fully engage and retain the executive team in your organization? And have all executives working on the same agenda? Then you'll be interested in adjusting or expanding your organization's Executive Performance Review System. Start by asking yourself the following questions:

-What are the ingredients of our performance review system?
-How should our job descriptions and performance reviews relate?
-Can I identify the principles of organizational teamwork?

The answers will set you on your way to defining, evaluating and rewarding executive performance in a manner consistent with company mission, values and goals while encouraging and supporting teamwork. Specifically, you'll leave the seminar able to:

Assess your compensation plan against the Four Organizational Systems
Explain how your vision, values, mission, strategic objectives, goals integrate into your performance review system. Bring yours to analyze and integrate.
Craft a sustainable and effective incentive bonus program for your executives
Design an executive Scoreboard that ties it all together. Bring your own laptop if you want to draft one.

About the Presenter
Paul Herrerias, Managing Director, Stanton Chase International, has over twenty-five years of executive search and leadership consulting service in the Bay Area. He has conducted hundreds of search assignments in the financial services, consumer products, software/telecom/technology, professional services, biotech and wine industries.

Prior to becoming Managing Director of Stanton Chase- San Francisco in 2006, Paul co-founded three search firms and earned a Master's Degree in Human Resources & Organization Development from the University of San Francisco. Previous professional career affiliations also include KPMG Peat Marwick's Executive Search team and Deloitte & Touche, where he obtained his CPA license.

Official Website: http://www.nchra.org