Conference Selection Guide

Transcription

1 2013 EDITION Conference Selection Guide Canadian Banking Retain Your Best Employees Drive Better Performances Achieve Your Unit s Annual Goals RBC Performance is a comprehensive system for recognition dedicated to improving RBC s financial and service results. As a business process at the branch and unit level, recognition by RBC Performance influences professional behaviours to increase employee engagement, retention and performance. RBC Performance is designed to drive organizational results, including improved client service, process simplification to benefit ourselves and our clients, and overall profitability by adding new customers and growing existing relationships. Each fiscal year, RBC s Top Performers are recognized and invited to attend the annual RBC Performance Conference hosted by senior executives. The program directly supports our business priorities by fostering an effective performance management and recognition culture. The RBC Performance Conference represents the pinnacle of recognition at RBC. Attendees are therefore expected to be leaders, role models, mentors, and team players among the colleagues with which they work. They do the right thing for their clients, their colleagues and RBC, considering both the short and long term need. Conference attendees are expected to have delivered proven results over time, while living and displaying our values and RBC Key Behaviours. The RBC Performance Conference attendance selection process and criteria ensure that our most deserving Top Performers receive this significant reward. This guide is designed to help you understand the selection criteria and your important role in the selection process. 1 Convention Selection Conference Guide Selection Guide RBC PERFORMANCE

2 There are two ways to be recognized 1. National Stack Rankings: Individuals are awarded based on achievement of top stack ranked comparative performance against key business priorities. 2. Regional allocations: Individuals can attend the Conference based on activities, behaviours and results that are consistent with mandated expectations and our corporate values which are recognized through quarterly awards, campaign successes, client letters of recognition, etc. National allocation Stack Ranking attendees are based on results for key performance priorities as measured within sales performance reports for the respective role as of July 31 and may come from any Region. National Stack Ranking attendees are not be finalized until September 6th. Do not share your regional attendees names prior to that date, as there may be vetoes or duplication in regional and national award attendees. *Attendees must be RBC employees at time of the Conference and have been in their role on July 31st to be nominated as a Conference attendee. 2

3 Regional allocation 286 Regional Presidents Awards are allocated across Regions based on FTE to use at their discretion. These awards are to support reward and recognition of Top Performing individuals in roles where: National Stack Ranked Performance Based Awards are not in place National Performance Based Awards are in place and the individual did not qualify under the National Program, however, they are being recognized for their contribution in areas in addition to and/or other than those areas measured for a National Performance Based Award Stack Ranking attendees are based on results for key performance priorities as measured within sales performance reports for the respective role as of July 31 and may come from any Region. Gold, Silver and Bronze Awards 400 sets of Gold, Silver and Bronze awards are allocated across Regions. All Gold, Silver and Bronze awards are awarded at the Region s discretion. RBC Performance Points are credited following Region/Market RBC Performance Galas. Committees and the nomination process RBC Performance committees continue to play an essential role in the selection process for the 286 regionally-allocated Conference spots and for Gold, Silver, Bronze awards. These committees review quarterly nominations and reward individual/team achievements. 3

4 Selection Process for Stack Ranking Conference attendees Book your calendars today: All the dates below are critical to a successful selection process. Failure to meet these timelines could result in lost Conference spots. SEPTEMBER 2013 S M T W T F S What happens when a winner is vetoed? If a Region vetoes a Stack Ranking winner, the Conference spot goes to the next individual/unit in the National Stack Ranking list (regardless of Region). Integrated Dates: SEP 6/13: List of Personal (, Senior and DeNovo s) Stack Ranking attendees sent to Regions for review and selection of individuals SEP 6/13: List of Sr. AMBP Stack Ranking attendees sent to Regions for approval SEP 10/13: List of Financial Planning Stack Ranking attendees sent to Regions for approval Commercial Dates: SEP 6/13: List of Commercial s as measured by Stack Ranked Results sent to Regions for approval Also Remember: SEP 13/13: Personal, Commercial, Small Business, and Financial Planning ranking results published SEP 13/13: Regional President s allocations should be determined at the Region s discretion SEP 20/13: Year-end galas commence OCT 15/13: All attendees must be registered through the RBC Performance link provided with the registration form JAN 6-13/14: RBC Performance Conference *Dates are subject to change based on data availability 4

5 Who Attends the 2013 Conference? RBC Performance 2013 Conference, January 6-13, How Top Performers earn the Conference: NATIONAL STACK RANKED ROLES Roles Conference Attendees* Eligibility Criteria AM-CSR Senior Senior Business Personal Financial Planner Commercial De Novo Branch Top 10 nationally for results in total performance solutions Based on Sales & Service Effectiveness 31/13 Top 25 nationally for results in total client solutions Based on Sales & Service Effectiveness July 31/13 Top 25 nationally for results in total client solutions Based on Sales & Service Effectiveness July 31/13 Top 12 nationally for results in total business and personal solutions, on a weighted basis; consistent with weighting applied to assess individual STI performance Based on Sales & Service Effectiveness July 31/13 Top 20 nationally as measured by the FP Stack Ranking July 31/13 Top 20 nationally as measured by stack ranked results with equal weighting for ranked results in the following three categories: * Total Gross Revenue % Growth YOY YTD based on Key Measures Comparative July 31/13 * Total Gross Revenue $ Growth YOY based on Key Measures Comparative July 31/13 * Total # of NCA YTD based on Key Measures Comparative July 31/13 Top 2 De Novo Branch s with highest composite score using following (equally weighted): * # new clients YTD** * Average # of product/servicers sold per new client** * Sales Effectiveness (% team production solution (unit) norm) Based on Sales Leader Performance July 31/13 - Achieved above minimum regional $ volume by tenure (pro-rated for 3 quarters) Approval * - Achieved above minimum $ volume range by tenure (pro-rated for 3 quarters) Approval * - Achieved above minimum YTD % FP Driven Volume Growth (pro-rated for 3 quarters) - Minimum of $50 Mill PuM Approval* Approval* Approval* [ * ] [ ** ] - Regional President has discretionary authority to remove an individual from participating in the program, if their activities or behaviours are inconsistent with mandated expectation or our corporate values - Sales leaders selected should have achieved outstanding results in their employee development and engagement, client loyalty and business / financial accountabilities - consistent with Special Incentive Program Assessment Metrics Calculations 5

6 Who Attends the 2013 Conference? RBC Performance 2013 Conference, January 6-13, How Top Performers earn the Conference: Roles All Roles Regional President s Award 286 Conference Spots allocated based on number of FTE BC 49 AB 36 MSNWO 29 ONE 26 OSW 34 GTR 53 QC 38 ATL 21 REGIONAL PRESIDENT S ALLOCATION Eligibility Criteria* - Attendees/award winners nominated locally for key behaviours and results (including collaboration, partnering, client care/ltr and sales effectiveness) and selected by Regions based on performance and behaviours - A minimum of 25% of Regional allocated attendees are to be selected from Service Professional roles in Integrated Markets - A minimum of 1 Regional allocated attendee per region to be selected from the Associate Commercial role Allocated Allocated To be used for individuals/teams within Region s reporting hierarchy [ * ] - Regional President has discretionary authority to remove an individual from participating in the program, if their activities or behaviours are inconsistent with mandated expectation or our corporate values - Sales leaders selected should have achieved outstanding results in their employee development and engagement, client loyalty and business / financial accountabilities 6