ArvinMeritor uses a process called the Performance Management Process to make sure that every employee’s work is closely aligned with the company’s strategies, goals and objectives. It plays a critical role in helping individuals understand that how each person does his or her job is directly or indirectly connected to business performance, customer satisfaction and the bottom line.

At the beginning of each fiscal year, employees work with their managers to set specific goals for the year. Then, they decide what objectives must be completed to meet those goals. Periodically, managers and employees get together again to discuss employee progress and determine what actions are necessary to facilitate a successful outcome. At the end of the fiscal year, the employee provides a self-evaluation to the manager, who rates his or her performance accordingly. The results of the overall evaluation form the basis for computing individual merit salary increases and bonuses, when available.

This industry-leading process provides a number of benefits to employees as well as to managers, including opportunities to:

• Communicate job expectations and annual priorities
• See how day-to-day work fits into the “bigger picture”
• Know where to concentrate performance and development efforts
• Assess on-the-job performance
• Help people understand how accomplishments are related to rewards

Student employees are expected to use aspects of the Performance Management Process to track their progress toward pre-defined goals during their work assignment with ArvinMeritor.