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From: Kathy Williams -
Sent: Thursday, January G4, ZDO1 9:28 AM
To: RVPS~E.>
Traskelt; Dlxle Axleyg Frank Pignetam; Frank R Haines; Gary Grant; Greg Fisher; Jack .
· Weekes; Joe Andersen; John .1 Killian; Lee Maxwell; Matthew S Hodson; Mike Wey; Pete '
Bowen Rebecca Blakesiee; Richard Shelkito; Rod Matthews; Ron Dodd; Stephen F Stockton;
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Cc: Ed Rust; Vincent J Trosin¤~Sr; Roger Joslin; Laura Sullivan; Chuck Wright; Jim Rutrough;
John Coffey; Don Sullivan; Roger Tompkins; Kim Brunner: Barbara Gcwden; Paul Eckley;
Kurt Mosen Jack North; Stan Ommen; Tom Rubineie; PS!»C»0nsultants·~HR-HOME—HR-
HOME; PS!—Pers-Mgrs·HR—HC»ME; Barbara Cornelia; Robert S Dunn; Barbara McDugle;
Ethan Evans; .Rm Piero; Devin Powell; Jim Hill; Miehete Memes: Stephen vGnc1d
Subject: 2001 Process Goals
J aazuary 4, 200 1
MEMO TO: Regional Vice Presidents
Corporate Department Heads
FROM: Arlene Hogan
Vice President - Human Resources
RE: Process Goals for 2001
Senior Management Incentive Plan (S MIP)
We have completed the mst yes: of having Process Goals included as an additional component of the Senior
Management Incentive Plan (SMI?) for BOOK}
As previously communicated, the purpose of tlie Pm cess Goals is to captusre the overall contribution aud
active leadership by all executives in supporting State Fa1·m’s core values. As a promote &om within
organization, these goals are very important. Our B·:»a1·d of Directors as well as the Compensation
Committee ofthe Board strongly support the Process Goal concept.
We have seen positive elioxts to achieve the Process Goals for 2000. The areas highlighted by the 20DD goals
remain importazu to ou: co111:i11ued success. With this in mind, the Process Gols hom 2000 will lie used
again for the 2001 plan year. The areas of focus will continue to be:
1. Emerging Leaders t
2. Agent and Employee Development & Mexitozing ‘
3. Diversity __
For 2001 the objectives for the Diversity goal have been revised slightly. They will be:
G _ • Progress made in the development of all employees
• ?1‘0gess made to increase diversity awanmess and appzscciatiom. _
• Progress made to attract and maintain a diverse candidates pool for all placements, including
agency opp urmsoitiee
You can use the Senior Management Incentive Plan booklet, disbributed eaaslier this year, as a reference
regarding: the annual process, descriptive criteria that may help guide your team’s thimlcing, planning and
goal. setting for each ofthe objectives, and the potential impact of Process Goals on your SMI? aware`}. The
SMIP booklet is also available on the Executive site on the Intranet,
As you make plans for next year, keep in mind that, while qu.a111:i.fiab1e goals may prove useful in measuring;
progess marie in some yeas, by natxire some aspects ofyou: efforts to meet these Process Goals will not
1
Case 2:03-cv-0195 —
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lend themselves to quantitative analysis. This is a particularly important point to keep in mind as you
develop your action plan with respect to the diversity objectives. My evaluation of your plans and °
accomplishments for 2000 and for the coming year will focus on your ezforts to enhance and support
processes and tools that further the stated objectives.
Progress towards Process Goal achievement should be evaluated by each executive team. In addition, I
be reviewing the reports on accomplishments for each goal. Each executive team will receive a rating.
Each region and Corporate department is asked to submit a brief plan outlining how their executive team
will support the advancement of these goals. This plan. should be sent to me by January Sl, 2001. 1
encomage you to consult with your Human Resources Manager and we Corporate Counseling section. of the
Law Depart:o1e:;n.t as you draft these action plans.
In addition to your plan for 2001, please su'bmit your self-assessment of progress made by your executive
team regarding the 2000 Process Goals by January 3 1, 2001. Your self-assessment will be used as the basis
ofthe evaluation to determine your Process Goal ra hg for 2000. I will send you the rating accompanied by
ao. explanation.
Please contact me to discuss the Process Goal concept or with any questions.
ADI-Izlcrw
Cc: Clzrairmarfs O:B'ice
HR Executive
Tom Rubinate
HR Constxltants
HR Managers .
Barbara Comella
Ken Bill
Robert: Dorm
Barbara Mcljugle
Ethan Evans p
J im Ficro
SFM KELLIJUDEJU3092
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