1. Writing Effective Goals: Employee Guide March 2009

3. My Goals Tool Overview

5. Aligning Your Goals with Business Priorities Sets You Up to Succeed The My Goals tool allows the business to establish goal categories reflecting its key strategic initiatives so you can align your goals with business priorities This ensures that your individual goals support the business objectives Why Use the My Goals tool?

6. Employee Development Overview

7. Employee Development Cycle An integrated approach to driving business results and optimizing employee development Goal Alignment /Employee Development Cycle Ongoing Goal Reviews Learning and Development Plans Business Session C Employee EMS Employee Goals Business Leadership Team key priorities Salary/ Bonus Review Annual EMS Review Session C II 360 Reviews (as applicable)

9. Effective Goal Setting

10. GE’s G’s &O’s for 2009 Keep the Company Safe

12. GOALS Guide Your Work and Give Direction. They Reduce Conflicting Priorities. Objectify Your Work. They Help Reduce the Confusion and Frustration of Subjective Interpretation. Contradictory Expectations. Assert Your Intentions. Without Goals You Are More Likely to be Distracted and Spend Time on Non-Priority Items. Link You to the Organization’s Mission. Goals provide a Line of Sight Between the Individual’s Contribution and the Organization’s Mission. Spur You into Action. They Provide the Impetus for the Individual and Organizational Achievement. Importance Of Goals

13. SMART Specific and Measurable. A SMART goal quantifies, and is unambiguous. Commit to focused, specific goals. It is much easier to manage and execute objectives when they are measurable. Motivating . SMART goals are emotionally compelling. They build morale, and inspire stakeholders; both direct and indirect. Goals that contribute to business success and/or personal development are much more likely to be completed. Attainable . A SMART goal is realistic, but makes you stretch. Goals that do not provide sufficient challenge are meaningless. Evaluate reality, and set yourself up for success. Relevant. SMART goals prioritize the 20% of activities that contribute 80% of results. Properly conceived goals are relevant to the organization’s goals, and help solve business problems. Trackable and Time-Bound. Strong SMART goals have target dates to ensure that they don’t get lost among daily imperatives. Each goal you establish should be able to be broken down into shorter, trackable segments that enable you to check your progress and evaluate the quality of your efforts. How Do I Set Effective Goals?

14. Writing Your Goals

17. Examples of Good Goals Goals Metrics Timing Implement Smart Pricing system Achieve 5% price increase & $500MM Operating Margin Q 2 20XX Standardize financial reconciliations within sub business Completed analysis and recommendations for standard template Q 1 20XX Manage & penetrate existing customers to meet renewal target Achieve 85%+ renewal rate Dec 20XX Drive Growth through new account signings & new services Add 10 new accounts (x orders, x $$ NEA) & 10,000 new services Dec 20XX EHS compliance training for new hires 100% of new hires to be trained within 30 days of start date June 20XX Writing your Goals

18. Writing Your Goals Effective Goals Use Action Words: Use Wording That Is “Action Oriented” and Concise Rather Than Passive and Wordy. The Following List of Key Action Verbs May Be Useful When You Prepare Your Goals:

20. http://ems.ge.com

21. G&O Review Process

22. Employee documents goals Final Version? Add Manager Comments (optional) Employee Edits Needed? Employee Manager One over one Manager or HRM My Goals Workflow: Initial Submission To Approval Yes Start SUBMIT to Manager Approve ACKNOWLEDGE GOAL DISCUSSION RETURN UNAPPROVED View Goals (anytime after Submission by Employee) Action Workflow Process Step Yes No No Goals Discussed With Manager? Yes Save as Draft

23. Add Status Update My Goals Workflow: Updating a Goal After Initial Goal Approval Action Workflow Process Step Start: Goals Have Been Approved Add Goal Employee – Option 1 Manager Employee – Option 2 Employee – Option 3 Manager Views Changes Final Version? Yes No Save as Draft Employee Edits Needed? Add Manager Comments (optional), Send to Employee Revise Goal Completion Date or Indicator Employee – Option 4 SUBMIT to Manager Cancel Goal Yes No One over One Manager, HR Manager View Updates & Manager Comments Manager Unlocks Goal to Employee Edit Status