A3 Portfolio

Provide strategic creative

direction, graphic design and

marketing solutions.

Clients Include

Corn Products

National Starch

Givaudan Corporation

Coty

Kimora Lee Simmons Jewelry

MSP Communications

Bill Blass NY

Footlocker Inc.

Cisco Systems

Coleman Technology

Precidio Network Solutions

MSK Realty

James H Hunt Funeral Homes

YWCA of Hampton Roads

Watermarc Graphics & Printing

Experience In

Creating innovative communications, marketing/sales materials and Retail POP including new

brand identity, supporting brand collateral and product develoment across several mediums.

Designing and developing print collateral in support of global programs.

Providing creative direction and developing Client Web Applications - Intranet and Internet

Editorial development to support concept initiative along with innovative product ideas

Proven ability to handle and prioritize multiple projects, accommodate fast turn-rounds and

adapt to changing deadlines in a highly collaborative, input-driven environment.

Skilled at identifying and implementing new ways of thinking about media.

Corporate Intranet Website

CPLearn | Success Factors

Brings best practices to the organization; mobilizes teams to seek insights from diverse data sources.

Your organization contains a wealth of information about process improvement and learning. In addition, you can learn a lot from other organizations. An effective leader of system and

process improvement makes a point to learn from others, gather best practices, and share learning with others. To assist you in learning from your organization and others, try these

steps:

Identify areas in which you want the work team to improve, and then identify organizations that excel in these areas. Invite people from these organizations to talk with you

about their work.

Some alliance or business partners are very willing to train and develop parts of their value chain in process management. Check and see if any of your value chain partners

offer this service.

Communicate about the results of process improvement efforts, so that others can learn.

Ensure that team members use lessons learned. When you initiate a new improvement project, ask what principles or learning from other projects are being applied. Also ask

about risks the team identified based on previous lessons learned. Asking these questions will draw attention to the fact that you want people to use lessons.

Attend leadership and management development programs that include people from other organizations so that you can learn from their experiences.

Ensure that teams use best-practices models as a starting place for their work. Then, to gain competitive advantage, improve upon those practices.

Use your company's intranet to post and exchange information about process improvements. Set up a section where people can post information.

Read articles to keep up with current trends in quality management, particularly those that address issues your company is facing. Such articles are also good sources of

stories about effective and ineffective implementations.

27

Youandyourmanagershouldscheduleperiodicfollow-upstohelpyoustayontrackandperformtoyourgreatestpotentialduringtheyear.

4. Sign Off by your Manager and the Next-Level ManagerYourmanagerisrequiredtosignoffonyourreviewandgainapprovalforfromhisorhermanageraswell.Thisisanopportunityforyourmanagertoreceiveanadditionalviewpointandensurehisorherratingsarefairandequitable.Whenyourmanagerhasreceivednext-levelapproval,heorshecancommunicatetheoverallratingtoyoudirectly,closingtheperformanceyear.ManagersandindividualshavetheopportunitytomakeanycommentstheywishintheAchievesystem.

Managersmusttakethetimetodiscussthebasisoftheemployee’sratingbyreviewingachievementofeachofhis/hergoalsandhighlightingSuccessDriversdemonstratedthatrepresentsstrengthsordevelopmentopportunities.

TheexpectationisthatmostpeoplewilldelivertheirgoalsanddosobydemonstratingtheSuccessDriversappropriatetotheirpositionandlevel.Thiswouldresultinanoverallratingof3.Everyindividualshouldbeproudtoachievethislevelofperformance.A3ratingdoesnotmeantheindividualisaverage—ratheritmeanstheydeliveredresultsagainstachallengingsetofgoalsanddidsoinawaythatreinforcesandbuildsourculture.

End-of-Year Review

21 End-of-Year Review

In a sustainable, high performance culture, how you deliver

matters.

Key Steps

1. Review Performance

2. Rate Goals and Success Drivers

3. Assign Overall Performance Rating

4. Sign Off by your Manager and the Next Level Manager

End-of-Year Review In a sustainable, high-performance culture,

how you deliver matters.

ThegoalsoftheEnd-of-Yearreviewaretorecognizeyourperformanceandcontributiontothebusinessandidentifyopportunitiesforimprovement.TheEnd-of-YearReviewbalancesWhatyoudelivered(Goals)andHow(SuccessDrivers)youdeliveredittodetermineyouroverallperformanceratingfortheyear.

Theultimateobjectiveisaclearandsharedunderstandingof:• Whathasbeendelivered,• Howitwasdelivered,• Opportunitiesforimprovement,• Asingleoverallperformancerating

1. Review PerformanceInpreparationfortheEnd-of-Yearreview,documentyourgoalachievementsandprovideaself-rating(1-5)foreachgoalusingafive-pointscale

Five-point scale: 1=hasnotmetthisgoal2=hasmadesubstantialprogresstowardthisgoalbuthasnotfullymet3=hasfullymetthisgoal4=hasexceededthisgoal5=hassubstantiallyexceededthisgoal

What HowOverall

Performance

+ =

11

“The Individual Development Process ties individual growth to Corn

Products’ business goals, ensuring individuals have the skills to

perform well in their current and future roles and the company has

the capabilities to meet its evolving business needs.”

Key Steps

1. Review Goals and Success Drivers

2. Discuss Progress, Career Goals and Development Plan

3. Implement Development Plans

Mid-Year Review and Individual Development


1. Review Goals and Success Drivers Mid-yearisanopportunitytoreviewprogressagainstyourperformancegoalsandfocusonyourindividualdevelopment.Youandyourmanagershouldbeginbyconductingaformalmid-yearreviewofyourprogress.

Inpreparation,postyourgoalachievementsandupdatethestatusonyourGoalPlanusingtheAchievesystem.Thesystemstaysopenthroughouttheyearsothatyoucanupdateyourprogressonaregularbasis.Yourmanagermaywanttoestablishfrequentupdates.Forexample,ifsomeoneisnewtoaroleandneedsmoresupportfromtheirmanager,theremightbemonthlyupdates.Thiscanbedecidedbetweenyouandyourmanager;however,theminimumupdateexpectedisamid-yearreview.

Inaddition,youshouldprepareforadiscussionwithyourmanageraboutyourcareergoalsandyourindividualdevelopment.

First,identifyyourcareergoalsandinterests.CareergoalsandinterestsarethecontextforyourDevelopmentPlan.

Thefollowingquestionsmaybehelpfulindiscoveringyourprofessionalgoalsandinterests:

• Whatareyoupassionateaboutdoing?• Whatdefinesprofessionalsuccessand

satisfactionforyou?• Whatdoyouwanttoaccomplishinyour

profession?Whatareyourshort-andlong-termgoals?

• Whatarethecharacteristicsofyouridealjob?Wheredoyourinterestslie?

• Howmuchstructuredoyouneed?Whatlevelofambiguitycanyoutolerate?

• Doyoulikebeingamemberofateam,ordoyouprefertoworkindependently?

• Doyouenjoyleadingothers?Doyouwanttomanageotherpeople?

• Whatareyourkeyaccomplishments?Whatdotheytellyouaboutyourcareer?

• Howdoesyourchosencareerdirectionfitwithyourstrengths?Yourdevelopmentneeds?

• Howdoyourworkaspirationsandpossibilitiesmeasureupagainstthewayyouwanttoliveyourlifeoutsideofwork?Aretheretrade-offsthatneedtobemade?Forexample,wouldyouraspirationsrequiretravelorrelocation,butyouarenotabletodothat?

13

A simple framework that some find helpful isG.R.O.W

WhatareyourcareerGoals?

Whenyouconsideryourperformancetodateandyourcareerstage,aretheyRealistic?

WhatOpportunitieswillyouhaveoverthenextperiodtogatherexperiencesthatcanhelpyoudevelopandgrow?Arethereopportunitiestotakeupapositionthatmovesyoutowardsyourgoals?

HaveyougenuinelygottheWillandthecommitmentneededtoachieveyourgoal?Haveyoufullyconsideredalloftheimplicationsonallaspectsofyourlife?

The Mid-Year Review and Individual Development Process:

• Provides a formal review to discuss the progress the individual has made in

achieving his/her performance goals and demonstrating the Success Drivers

• Provides a forum for the individual and his/her manager to discuss individual

development and build concrete professional development plans

• Demonstrates Corn Products’ commitment to helping individuals grow professionally

• Continuously builds the Company’s capabilities to meet evolving business needs

Onceyouhaveconsideredthesequestions,youarebetterabletoarticulatejobcharacteristicsthataremostimportanttoyouanddescribehowyouwouldliketoenhanceyourcurrentrole.Inaddition,youarebetterabletoidentifyassignmentstowhichyoucanreasonablyaspire.


Corn Products’ Individual Development Process represents the

Company’s commitment to ongoing professional development.

G

R

O

W

GROW Inasustainable,high-performanceculture,how youdelivermatters.SuccessDriversdefine“howwework”andarealanguageofhighperformanceforourprofessionals,managers,directorsandexecutivesaroundtheworld.WhileSuccessDriversguideourbehavior,theyalsorecognizethatwearealluniqueindividuals,andthediversityofouremployeesisakeyingredientofoursuccess.

Antionne,

Stay in town and plan your dream vacation with Condorso Travel,

visit your next destination at [email protected]

Montville Township, Your Town

973-331-3000 • www.mymontville.com

The Fruited Plain4 Changebridge Road • Montville

Cycle Craft465 Route 46 • Montville

Como’s Italian Bistro418 Fairfield Road • Montville

Mullett Kitchen & Design500 River Road • Montville

D’Agosto LandscapingPassaic • Bergen • Morris Counties

Dara’s Dance Studio446 Route 202 • Montville

Bollo Salon43 Main Street • Montville

Mr. Antionne Genovese3 Weiss DriveMontville, NJ 07045

Condorso Travel64 River Road • Montville 973-331-5544 Guisquam est qui dolorem ipsum quia dolor sit consectetur,

Scan this QR code with your smartphone to find out more about our new “Stay In Your Town” program details & discounts”.

Christopher

Stay in town and enjoy all the benefits of a family owned business

specializing in all your cycling needs at [email protected]



Cycle Craft The Fruited Plain4 Changebridge Road • Montville

Condorso Travel64 River Road • Montville






Mr. Christopher M. Zicarelli45 Rolling Rock DriveMontville, NJ 07045

Cycle Craft465 Route 46 • Montville 973-331-5544

Scan this QR code with your smartphone to find out more about our new “Stay In Your Town” program details & discounts”.

Nandita

Moving, redesigning or just needing to update, stay in town and allow us

to provide all your kitchen design needs at [email protected]



Mullet Kitchen & Design

The Fruited Plain4 Changebridge Road • Montville




Mrs. Nandita Berry-Hohil54 Passaic Valley RoadMontville, NJ 07045

Mullett Kitchen & Design500 River Road • Montville 973-331-5544

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Scan this QR code with your smartphone to find

out more about our new “Stay In Your Town”

program details and discounts”.


FrancineBegin your holiday meal with one of our signature appetizers, cater a corporate breakfast or ring in the new year, the choice is yours, when you choose to visit [email protected].



Fruited Plain Gourmet Cuisine & Catering

Miss. Francine Copenhagen22 Timberland DriveMontville, NJ 07045

The Fruited Plain4 Chainbridge Road • Montville

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Scan this QR code with your smartphone to find

out more about our new “Stay In Your Town”

program details and discounts”.

Pace Karate10 Fairfield Road • Montville







Greik Brick & Paving10 Jacksonville Road • Montville

H E R I T A G E H E A L T H L L C

Watermarc Graphics | 2367A Beryllium Road | Scotch Plains, NJ 07076 | tel 908.889.8003 fax 908.889.8004 | www.watermarc.com

Corporate Website Creative Director/Editorial in Collaboration with Virtual 3D Inc.

Creative Consultant in Collaboration with Coleman Technology

Alexis Alesso Ackerm 973 650 6777f |p 973 882 [email protected] PineBrook RoadMontvi l le, NJ 07045

A3 Portfolio

Documents

best practices

process management

work team

bestpractices models

new improvement project

process improvements

brand collateral

new brand identity