Sentences with phrase «goal performance in»

It summarizes my goal performance in 2015 and sets some new goals and resolutions for 2016.

Gareth Bale was one of the few players who could be handed any credit after Real Madrid's 1 - 0 defeat at the hands of Villarreal last weekend and the Welshman went on to follow it up with a stunning four goal performance in the 10 - 2 victory over Rayo Vallecano on Sunday.

Cristiano Ronaldo upped his La Liga goal tally to 22 with his four - goal performance in Real Madrid's 6 - 3 win over Girona.

Not exact matches

His 2010 study found that students using goal - setting practices involving writing saw a significant improvement in academic performance.

Perhaps those sales leaders — maybe you, too — should devote some time to thinking about your team's 2017 goals in earnest, and learn how to use them to improve performance and increase engagement.

In Trump's first three full quarters in the White House, GDP clocked growth just shy of his vaunted goal of 3 %, a performance that by recent standards looks stellaIn Trump's first three full quarters in the White House, GDP clocked growth just shy of his vaunted goal of 3 %, a performance that by recent standards looks stellain the White House, GDP clocked growth just shy of his vaunted goal of 3 %, a performance that by recent standards looks stellar.

Transparency also teaches accountability, where employees can get involved in setting goals for themselves and monitoring their own performance.

When sales impact and social media metrics are components of individual performance, it helps incentivize marketers to work with the sales and social media teams so that everyone gets on the same page in terms of goals and messaging.

«This system helps people to understand their individual near - term impact on the company's performance, gives them bumper lanes to experiment which in turn helps them say no to opportunities that don't align to near - term goals, all while keeping them connected to our mission,» said Ringelmann.

13 Management Practices That Waste Time, Aubrey Daniels cites a study showing the individuals experience a decline in performance when they repeatedly fail to reach stretch goals.

The goal is to spur innovation in player safety and performance while awarding the companies making strides in those fields.

In any organization, knowledge is power, and great leaders ensure that every employee, from the very top to the very bottom of the org chart, is provided with complete and up - to - date information about the organization's goals, performance, successes and failures.

The managers were then grouped into small task forces around these goals where they worked directly with an executive to create solutions to these problems, which ranged from HR initiatives (resulting in things like new performance review methods and a new attendance system) to customer - level projects (such as a customer referral program).

Since this is impossible to accomplish without having frequent and candid discussions about people's level of current performance and their longer - term career goals, we have reason to ask people to weigh in on their career path.

Creating an internal dashboard to track performance metrics or having clear performance goals set in place makes sure everyone is clued into how they're performing against the expectations.

Coke will give performance - related shares (stock given to an executive for meeting certain goals) more weight in the long term awards, moving the ratio to two - thirds shares, one - third stock options, by 2016, compared to 60 % in options and 40 % in performance - shares now.

«[Our IPO] is an extremely important step towards our goal of becoming a world leader in high - performance and sustainable specification - grade LED lighting solutions.»

4) Finally, solutions to ethical problems need to achieve a particular performance or goal (there's a job to get done), conform to specifications & constraints (you don't have all the time and money in the world), and be reasonably secure against accidents and changes.

In a Facebook Live for The Goal Standard Challenge, high - performance coach Todd Herman shares how a powerful, yet simple routine to reach new goals and develop powerful business habits.

It found that most of the programs did not have guidelines in place to help track performance, and none had established measures to determine whether the government funds were helping the businesses achieve their goals.

In a Facebook Live for The Goal Standard Challenge, the high - performance coach tells us that the idealistic «Pollyanna approach» is a surefire way to fail.

At FlexJobs, a high - performance culture means that we hire for and cultivate amazing people who are supported to excel, who believe in both doing well and doing right in order to reach our company's goals.

When done well, progress reviews should feel like a fresh start for employees because they create opportunities for managers and employees together to prioritize tasks, change goals if needed, and ensure workers have what they need to be engaged in their work and improve their performance through development.

Our Editors» Choice winner in this category is SAP SuccessFactors, which did a great job of providing effective mechanisms for assigning and tracking goals, feedback, and coaching, and then examining those criteria during the performance review process.

In addition, in such circumstances, all restrictions on restricted stock and restricted stock units held by such non-employee director will lapse, and, unless otherwise determined by the Administrator, all performance goals or other vesting requirements will be deemed achieved at 100 % and all other terms and conditions meIn addition, in such circumstances, all restrictions on restricted stock and restricted stock units held by such non-employee director will lapse, and, unless otherwise determined by the Administrator, all performance goals or other vesting requirements will be deemed achieved at 100 % and all other terms and conditions mein such circumstances, all restrictions on restricted stock and restricted stock units held by such non-employee director will lapse, and, unless otherwise determined by the Administrator, all performance goals or other vesting requirements will be deemed achieved at 100 % and all other terms and conditions met.

Although the Company's performance for 2007 was in the top quartile compared to its Peer Group and met one of the alternative goals under the Performance Policy, the HRC considered in making its incentive award decisions the fact that the Company did not meet its EPS goal of $ 2.49 (2006 EPS, as originally reported) under the Performance Policy and therefore did not improve upon the EPS results of the performance for 2007 was in the top quartile compared to its Peer Group and met one of the alternative goals under the Performance Policy, the HRC considered in making its incentive award decisions the fact that the Company did not meet its EPS goal of $ 2.49 (2006 EPS, as originally reported) under the Performance Policy and therefore did not improve upon the EPS results of the Performance Policy, the HRC considered in making its incentive award decisions the fact that the Company did not meet its EPS goal of $ 2.49 (2006 EPS, as originally reported) under the Performance Policy and therefore did not improve upon the EPS results of the Performance Policy and therefore did not improve upon the EPS results of the prior year.

The Committee has the direct responsibility to review and approve the corporate goals and objectives relevant to the Chairman and CEO's compensation, evaluate her performance in light of those goals and objectives and, together with the other independent directors, determine and approve the Chairman and CEO's compensation level based on this evaluation.

The Compensation Committee reviews and approves the compensation and benefits of our executive officers, including: reviewing and approving corporate goals and objectives relevant to compensation of the Chief Executive Officer and other executive officers; evaluating the performance of these officers in light of those goals and objectives; and setting compensation of these officers taking into account such evaluations.

Our Bonus Plan allows our compensation committee to provide incentive awards (payable in cash or grants of equity awards) to selected employees, including our named executive officers, based upon performance goals established by our compensation committee.

Under the Bonus Plan, our compensation committee, in its sole discretion, determines the performance goals applicable to awards, which goals may include, without limitation: attainment of research and development milestones, sales bookings, business divestitures and acquisitions, cash flow, cash position, earnings (which may include any calculation of earnings, including but not limited to earnings before interest and taxes, earnings before taxes, earnings before interest, taxes, depreciation and amortization and net earnings), earnings per share, net income, net profit, net sales, operating cash flow, operating expenses, operating income, operating margin, overhead or other expense reduction, product defect measures, product release timelines, productivity, profit, return on assets, return on capital, return on equity, return on investment, return on sales, revenue, revenue growth, sales results, sales growth, stock price, time to market, total stockholder return, working capital, and individual objectives such as MBOs, peer reviews, or other subjective or objective criteria.

This mix of short - and long - term incentives provides sufficient rewards in the short - term to motivate near - term performance, while at the same time providing significant incentives to keep HP's executives focused on longer - term corporate goals that drive stockholder value.

In an interview Monday, Royal Dutch Shell PLC's Canadian president, Lorraine Mitchelmore, said the country needs to address what often appear to be the competing goals of improved environmental performance and greater output of oil and gas, and «carbon management» must be part of that approach...

based in part on their business line performance, and thus presented the potential for excessive risk taking, the HRC concluded that the emphasis on overall Company performance in compensation decisions, the existence of robust compliance, internal control, disclosure review and reporting programs and clawback policies, the Code of Ethics prohibition on, and right to discipline employees for manipulating business goals for compensation purposes and its prohibitions on derivative and hedging transactions in Company common stock, and the Company's stock ownership guidelines provided adequate safeguards that would either prevent or discourage excessive risk taking.

Prior to his resignation, Mr. Hurd was actively engaged in setting compensation for other executives through a variety of means, including recommending for Committee approval the financial performance goals and the annual variable pay amounts for his executive team.

Focusing only on job performance does not allow you to effectively target employee development for key projects and achieve business goals in the longer term.

The Committee shall, promptly after the date on which the necessary financial, individual, or other information for a particular Performance Period becomes available, and in any event prior to the payment of any Incentive Plan Award intended to qualify for the Section 162 (m) Exemption to a Covered Employee, determine and certify the degree to which each of the Performance Goals has been attained.

Brian also oversees four Portfolios, with their own goals and performance stated, to use as a base for quality long - term ideas as well as a monthly update of the portfolios in his Newsletter.

Communicate your goals for your team and your representatives clearly in a way that promotes transparency and accountability by letting team members see actual goals and performance numbers.

The CNGC reasoned that performance goals cease to be an effective tool in motivating performance if the goals either become unrealistic or too easy to achieve.

Whereas companies have effective processes for cascading goals downward in the organization, their systems for managing horizontal performance commitments lack teeth.

Performance goals are established in the context of, and consistent with, the company's enterprise strategy and financial operating plans each fiscal year.

In many corporations there is a strong link between short - term ESG goals and long - term financial performance.

Performance at a level between the threshold and target or target and maximum goals results in a payment that is prorated between the threshold and target or target and maximum amounts shown.

The CNGC's independent compensation consultant evaluates the difficulty of the performance goals and advises the CNGC in this regard.

The HRC chose RORCE as the performance measure because it represents a profitability goal that can be accurately compared to the Financial Performance Peer Group, and it is one of the performance measures approved by stockholders in the LTICP (thereby providing tax deductibility under Section 16performance measure because it represents a profitability goal that can be accurately compared to the Financial Performance Peer Group, and it is one of the performance measures approved by stockholders in the LTICP (thereby providing tax deductibility under Section 16Performance Peer Group, and it is one of the performance measures approved by stockholders in the LTICP (thereby providing tax deductibility under Section 16performance measures approved by stockholders in the LTICP (thereby providing tax deductibility under Section 162 (m)-RRB-.

As explained more fully on page 59, our performance goals are in line with our operating plans, which are established with input and review by the Board.

Within 90 days after the start of each performance period (and in any case before 25 % of the performance period has elapsed), the Committee determines (i) who will participate in the Bonus Plan for that performance period, (ii) performance goals and objectives for such performance period, (iii) the target Award for each participant, expressed as a specified dollar amount or percentage of a participant's base salary), and (iv) the schedules or other objective methods for determining the actual Award a participant has earned in respect of such performance period.

The CNGC's independent consultant attends and participates in CNGC meetings at which executive compensation matters are considered, and performs analyses for the CNGC at the CNGC's request, including benchmarking, realizable pay analyses, analyses of the correlation between performance measures and shareholder return, and assessments of the difficulty of attaining performance goals.

The CNGC generally attempts to set the threshold and maximum performance goals so that a consistent level of expected difficulty in achieving these goals is maintained from year to year.

Subsequently, the global financial downturn in 2008 had the effect of making these three - year goals virtually unachievable only a few months into the three - year performance period.