Employee Handbook PM Procedure 2022

2022 Goal Setting Handbook Performance Management NOMAC | Internal

2022 TABLE OF CONTENT A new year with a new vision 01 Goals 02 OKRs 2022, a time for all people within NOMAC and ACWA Power to 03 Development Goals work together in a way that drives high performance and long- 04 The System term sustained development for the Organisation. The Performance Management Framework has been changed to support a shift in mindset and the process. Key changes include:  Quarterly Check-ins  No Year End Assessment  Move to new system in Q3 NOPMleAaCse| Innotetren,alall underlined text in italic is a clickable hyperlink. 2

Time – Line* Place these dates in your outlook & Q1 Q2 Q3 Q4 desktop calendars. ‘Goal Setting’ Q2 Check-in Q3 Check-in ‘Year End Review’ Goal Setting: Review with Manager & Review with Manager & Review with Manager & 15th March – 15th April Check-in on MISHKATY: Check-in on MISHKATY: Check-in on MISHKATY: 15th June – 5th July 15th September – 5th 15th November – 15th Q1 Check-in: October December 4th April – 30th April *NODMuAeC t|oInPteernraflormance Management Framework changing for 2022, further information and training will be provided throughout the year.

CHAPTER 01 Goals Performance v Development 4 NOMAC | Internal

Goals Goals are important. Not only do they provide us with actions to aim for, they also enhance our skills and ability for performing our job well. For 2022, you are being asked to write: 5 – 10 Mixture of Performance & Cascaded goals from Corporate KPIs 1 Development Goal Performance Goals Personal Goals are results-based performance expectations related to the overall company corporate objectives. These goals provide you with direction and motivation towards action. All employees should have goals that fall into the following four categories, however, it is up to both yourself and your manager to set an appropriate weightage for their individual goal plan, i.e. An Operator / Technician could potentially have 30% of HSE goals, however an office worker may have 5 or 10% of HSE goals. 1. HSE 2. People (This should be ‘Role Specific) 3. Performance (Individual Performance – Stretch Goal encouraging professional growth) 4. Corporate KPI (Cascaded Goal) Development Goals Development Goals are focused on improving and increasing an employee’s capabilities and competencies through access to learning and training opportunities in the workplace. They are intended to increase your knowledge or skill set. The differences Performance Goals are: Development Goals are: • Results oriented • Skills and/or knowledge oriented 5 • Job oriented • Learning oriented • Focused on task performance • Focus on knowledge or skill attainment • Related to job responsibilities • Directly aligned with the individual performance goals • Appropriate to the current position • Supports both current and future job functions and goal NOM• ACD|irIenctetrlnyaal ligned to corporate objectives • Provides career advancement opportunities

CHAPTER 02 6 OKRs “What gets measured gets managed” Peter Drucker NOMAC | Internal

OKRs? 7 What does OKR stand for? The acronym OKR stands for ‘Objectives and Key Results.’ It is a goal setting framework that has been around since 1970s. Popularized by John Doerr, one of the most successful venture capitalists, OKR sets the basis for defining your organizational objectives over a specified period of time. OKRs are frequently set and evaluated continuously during the project lifecycle to make sure everything gets done on time. They also act as future references to monitor how well you executed your projects. NOMAC | Internal

How do we write an OKR? The Formula Objectives: The formula to writing a goal is simple: Objectives are qualitative goals. They are Objectives are goals and aims, while Key usually broad in their outlook & inspiring Results are time-bound and measurable in nature. First & foremost, the objective milestones under these goals and aims. should help in achieving the company goals & should be aligned with the Even Simpler: corporate strategy. Objectives – What I want to Achieve More importantly, finalizing objectives can Key Results – How I will achieve … be a tough task. Use the five why analysis to figure out if the objectives that are being chosen are really the critical ones. In a nutshell, you have the correct objectives if you can answer following questions affirmatively with respect to the objective:  Is the objective inspiring?  Does the objective help in achieving the company goals?  Does the objective align with corporate strategy?  Is the objective essential?  Does the objective have a fixed time period, i.e. 2 months or 12 months? 8 NOMAC | Internal

Key Result: The way key results are defined, is the soul of the entire OKR philosophy. Key results are essentially measurable indicators of success of the parent objective. Key results, clearly tell you how much of the objective is achieved. If they cannot be objectively Is it Measurable? measured, they are not Key Results. Numbers form an If the key results cannot be objectively measured, integral part of the key result. Do they are not Key Results. note that key results are results & not Numbers form an integral part of the key result. activities/tasks. Always have at least 1 number, this can be: • A percentage %, Ask these questions to ensure you are writing effective Key Results: • Number of people or items  Is the Key Result specific? • Date  Does the Key Result help in achieving the objective it belongs to? • Financial information  Is there a timeline identified for the Key Result?  Does the Key Result belong to either a stretch or an operational goal Example: category? I will complete 3 HSE eLearning courses by  Is the Key Result important enough to appear in the top 5 Key Results for the objective June 2022. Try and include a date within each key result, this will help provide you with an action plan and helps you see how well you are doing. 9 NInOaMmdAaCr, |A.In(2te0r1n8a, Fl ebruary 28). Beginner's guide to writing effective OKRs. Retrieved from https://upraise.io/blog/writing-effective-okrs

Example 1 10 Enhance HSE Performance Objective – Enhance Synergi Life Quality Reporting & Ontime Closure Key Results 1. Complete the required physical and eLearning training to be familiar with the platform used for reporting “Synergy Life”, minimum 1 training each 2. Participate actively in MSW “Management Safety Walks”, minimum 2 MSW per month 3. Be vigilant while conducting activities in the field for any abnormalities, conduct at least 1 Toolbox talk before start of each day activity NOMAC | Internal

Use the space below to write one of your performance goals: OKR Best Practises: Objective: Objectives “Where do I want to go?” Key Result 1: Key Results “How do I get there?” Write between 3 – 5 Results max per Objective. Key Result 2: Write your results as if for somebody else – they must clearly understand your goals. Key Result 3: 11 NOMAC | Internal

CHAPTER 03 Development Goals “Reach high, for stars lie hidden in you. Dream deep, for every dream, precedes the goal.” Rabindranath Tagore 12 NOMAC | Internal

Development Goal 13 Development Path The key to your development path lies with the 70-20-10 rule, a framework that provides you with three sources of learning and the corresponding percentage of time an employee should devote to each: 70% on-the-job training (OJT), 20% mentoring, and 10% training. The reason why the 70, 20, 10 Rule is so effective is because it suggests that everything that our employees do as part of his or her job should offer some level of professional learning and skill growth. Development goals identify skills that will help you be more effective in your current role. The four primary goals for development are: • Improving your skills and knowledge in order to raise the level of your job performance • Learning new skills & knowledge in order to take on new responsibilities and enrich your current job • Developing new skills and knowledge in order to advance your career • Leveraging your strengths more fully in your jobs and in the organization. NOMAC | Internal

Development Goal Ask yourself… It is important to identify what skills you would like to develop, so to do this effectively consider what learning practices you can include to develop yourself. The most effective strategy to accomplish these goals is to follow the 70-20-10 Rule: 70% 20% 10% Example On-the-job experiences Relationships & Feedback Training & Education: Goal: Improving ability to communicate ideas  Take eLearning Courses  Take on new and  Ask for feedback and  Attend physical courses 70% = Develop team presentation skills by challenging coaching from others presenting 10 minutes each week during projects/assignments and workshops  Buddy up with a co-  Watch YouTube videos / morning briefings  Take on more and new worker for sharing responsibilities experiences and Ted Talks 20% = Be mentored by person who’s skills and knowledge success you admire, ask for feedback from  Become a subject matter others and implement necessary changes expert  Shadow a more experienced colleague 10% = Take eLearning courses, watch relevant  Become a team member in YouTube videos a project where you have 14 NOMAnCo| Iknnteorwnalledge

CHAPTER 04 15 NOMAC | Internal

Where to write a goal All goals are written on the NOMAC employee portal, this is an area where both yourself and your manager can review your measures and track progress. NOMAC Employee Portal Within the NOMAC website, access to the Employee portal is provided. You will need to click here to be taken to your personal employee portal. A B A Select Employee Portal NOMAC | Internal B Select Goals from drop down list and then choose 2022 NOMAC Goal Plan. 16

CD Click on Create a New goal. This will You will be provided with two take you to point D choices - Personal Goal E - Library Goal F Personal Goal: Library Goal: 17 An empty goal form will be provided for you to Pre-Written goals connected to four of the manually write a work specific goal using the Corporate Objectives have been provided. OKR Method. Discuss weightage of goal with your manager. These are aimed at all operators and technicians. When you click through, you can NOMAC | Internal select a goal that is related to you and the work you do. All goals within the library are editable.

Revision No. Date Brief Description of changes from the previous version 00 20 Feb 2021 First Issue 01 14 Mar 2022 Update to timeline 18 NOMAC | Internal