BTALENT Glossary

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TERMS	DEFINITIONS
PMP	Performance Management Process
PDP	Personal Development Plan
Annual Objectives	Represent the individual objectives on which the employee is assessed. May represent projects, assignments, etc. They are, most of the time, aligned to a team, department or business unit’s objectives.
Development Objectives	Represent the individual objectives related to personal development. Are part of the employee’s development plan.
Visibility	Attribute of an objective that can be either Private or Public.
Private Objectives	If the objectives are set private, direct Line Manager and Managers above can see those objectives. The assigned HRBP and Matrix Manager can also view them. The hierarchy below that person or colleagues reporting to the same manager will not see them.
Public Objectives	If the objectives are set public, the hierarchy below the person selecting that setting (direct reports and their employees) can view them in addition to colleagues reporting to the same manager and the groups already allowed to view the private objectives.
Cascaded Objectives	In BTALENT, a manager can distribute (cascade) one of his/her objectives to an employee (modifying it if necessary) thus creating a link between the two objectives for future needs of follow-up or reporting.
Aligned Objectives	In BTALENT, an employee can choose to link one of his/her public or private objective to one of his/her peers and to her/his manager or matrix manager. This creates a link or an alignment between the two objectives for future needs of follow-up or reporting.
SMART Objective	The SMART objective process provides a method for creating objectives that are achievable and measurable. The written objective should be specific, measurable, attainable, relevant and time bound.
Metric	Represents the indicator of success attached to an objective. This is in line with the “M” of the SMART criteria. Can be a date, %, $, or any other number.
Matrix or Dotted-Line Manager	Represents the person to whom an employee reports indirectly. This relation is not formalized in any HRIS system. This Manager has a role to play in the PMP.
Employee Competencies	All Bombardier employees are evaluated on four of the eight core competencies (Developing Oneself, Teamwork, Flexibility and Drive for Results).
People Manager Competencies	People-Managers (anyone managing employees as a leader) will be evaluated on four additional core competencies (Team Leadership, Developing Others, Influencing Others, and Holding People Accountable).
Core Competencies	At Bombardier, we have identified eight core competencies.
Functional Competencies	13 additional competencies have been defined to clarify competency requirements relative to specific roles within the organization.
Proficiency Levels	A competency is defined by its mastery levels. The proficiency levels attached to a competency describe the five (5) different levels of mastery with behavioral indicators.
Writing Assistant	A BTALENT tool that contains a great number of specific comments to document feedback in relation with each of the eight (8) core competencies evaluated in the PMP.
Coaching Advisor	A BTALENT tool that contains a great number of specific examples related to each and every aspect of all Bombardier organizational competencies. To be used when documenting the development objectives and as a Manager to guide/coach employees in their development.
Learning Activity	The set learning activities represents the action plan attached to any identified development objective. Can be formal training programs, readings, coaching, seminar, special assignment, etc. Its purpose is to close the knowledge gap identified for a specific competency with a given focused direction. Due date should be identified for each activity.
Action Plan	The combination of learning activities, attached to a specific competency, in the employee’s development plan.
Learning Management Systems	Is a web application for the administration, documentation, tracking, and reporting of training programs, classroom and online events, e-learning programs, and training content. Strategia is Bombardier Aerospace’s Learning Management System. eHR/Sigal is Bombardier Transportation’s Learning Management System. e-Talent is Bombardier Head Office’s Learning Management System.
BTALENT Inbox	In BTALENT each user has an inbox in his/her performance page listing all the Performance and Development Plans (his/her own and one form for each direct report) which require an action from you.
BTALENT En Route	The En Route lists the Performance and Development Plans (his/her own and one form for each direct report) as they were when they left your inbox. The En Route also displays the name of the person who currently has the plan in his/her inbox (manager, matrix manager, employee) and indicates at which step the plan currently is (Objective Setting, Mid-Year Review, Year-End Review or Signature).
e-mail Notifications	BTALENT was configured to send automatic email notifications to the employee, manager and matrix manager: Each time there are some changes in the plan after the objective setting phase, parties will be notified by email. Other notifications will be sent to parties along the process.
Self-assessment	The employee completes a self review (comments and ratings) of his/her performance in regards to competencies and annual & development objectives.
Rating	Is the score evaluation assigned to each annual objective and each competency.
Overall Objective Rating	Based on individual objective ratings, the manager must identify an overall rating for the objectives’ section.
Overall Competencies Rating	Based on individual competency ratings, the manager must identify an overall rating for the competencies’ section.
Overall Performance Rating	Represents the annual performance rating. Is a combination of both objectives and competencies overall ratings.