Warranty

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2 Performance & Compensation
Gets It, Wants It, Has the Capacity to Do It, Owns It
At Bradley Smoker, our mantra for performance is “gets it, wants it, has the capacity to do it,
owns it.” What this means is that we want, and are committed to ensuring, that all of you:
 really get and understand the expectations of your role, our business, our values and
how what you do impacts both our values and business
 want to do a really great job, to learn, develop, grow and improve where and when
necessary
 are capable, with our support, to both understand your role and to do a great job
 own your position, your responsibilities and your commitments
Of course, this doesn’t mean we expect you to walk in on your first day with all four fully in the
bag. We understand that it’s a process of getting to know who we are, learning our business
and dedicating yourself to learning and developing. That’s why we have both an informal and
formal performance program - we want to support you to have all four and to be excited about
your growth here at Bradley Smoker!
Once you’ve completed three months with us, your manager will go over the details of our
Annual Performance and Value Program. Below is a quick snapshot of what to expect.
A week or so in advance of the review meetings, your manager will give you a
Performance/Value Review & Planning Form. On this form, you will indicate how you have or
have not (i.e. need to develop or improve) been demonstrating our HAGGED values, in addition
to how you have/have not been demonstrating the core requirements of your role (the
fundamental skills, abilities and knowledge).
At this point, you will also start to think about your development/improvement goal(s) for the
coming year, which will likely be based on the areas you’ve indicated you haven’t fully
demonstrated. For example, maybe you know you’ve made a number of attention to detail
mistakes and need to focus on improving that, or maybe you need more advanced skills in
Excel to do your job well. You’ll also consider how, once you’ve made progress in that goal, your
manager will know that it’s been achieved (i.e. what your indicator of success will be).
In advance of the meeting, your manager will also complete the areas outlined above. When
you sit down to have the actual meeting with your manager, you’ll both go over your notes and
Performance &
Compensation