Page 35 - 2022 Annual Report 2022 FINAL

EMPLOYEE PERFORMANCE MANAGEMENT PROCESS

Continuing our focus on building our internal
community, we have successfully launched
an employee performance process through
Paycor. This process has begun following
staff’s anniversary month. To-date, we have
44 reviews in process or complete and are
gaining momentum as the process becomes
familiar. A significant part of this process is
intended to be focused on the employees
professional and career development. Both
managers and employees involved in the
process so far have received training on the
performance review process and career
development and the driving force remains, we want to inspire our team members to be the driving force
in their careers. We want our employees to be empowered to manage their careers and FGMA is
committed to helping our employees reach their goals through continuous feedback, coaching and
training. Our goal is to build a culture of growth where employees can reach their full potential and while
there is much more to do, this new performance management process is a large step in that direction.

TRAINING AND DEVELOPMENT

Embedded in our 2020 Strategic Plan includes the goal “provide industry-leading training and leadership
development programs to our people.” Great progress was made in FY22 in this area. Our Senior
Leadership Team, which included Managing Directors, Practice Area Leaders and Corporate Leadership,
went through a two-day training focused on functioning as a team, communication, motivating factors
and emotional intelligence. Several individuals were included in an external Leadership Training program
which focuses on learning about yourself and developing a personal leadership philosophy. Our Chief
People Officer, Elizabeth Wojtowicz, created a test group in the St. Louis Region called the Staff Growth
Initiative to begin to identify training needs. Using these results, a firm-wide committee was established
and will be assisting Elizabeth in developing group training and individual development plans for the firm.

John Peters continued several “Counselor Salesperson” training sessions across the firm and these
courses will be continuing in FY23. This program is built around a 4-step consultative selling approach
that helps transition individuals from simply making transactions to solving real business problems. This
program is intended for all staff. Also, TAP Presentations continued through FY22 where our committees
plan and present programs important to the type of work we do and to help develop common
understanding of our standards and expectations in the firm. TAP will continue programs in FY23 as well.

Upcoming in FY23, the Management Team will be prioritizing our training and development initiatives,
creating and delivering leadership training internally, rolling out our Staff Growth Initiative as mentioned
above, beginning a Project Management Round Table led by our past CEO, John Ochoa and developing
a program with an outside consultant to deliver Project Management Training. Stay tuned for these
upcoming initiatives in FY23!

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