Page 17 - Lupin Employee Handbook and Supplements - July 2018

Lupin Employee Handbook

Managers may approve partial or full payment of fees associated with workshops, conferences, or
other similar educational opportunities provided such activities are:

• Related to the individual’s current job responsibilities;
• In anticipation of promotional opportunities;
• In keeping with Lupin’s business needs and priorities; and
• In keeping with Lupin’s ability to budget the necessary funds.

Performance Evaluations

At Lupin, a performance evaluation is viewed as a continuous process in which an employee and
supervisor/manager discuss results achieved, the employee’s competency development, and the
employee’s contribution to the success of the business. At the outset of employment or new
assignment, an employee and supervisor/manager will generally discuss the job so that there is a
common understanding of what is expected. In many cases, this will result in a set of goals and a
development plan, which will guide both employee and manager to meet the needs of the business.
This discussion should also facilitate a common understanding of the job requirements, individual
goals and objectives, and appropriate measurements for success.

Lupin employees also typically undergo a mid-year appraisal, which is the time to review and re-
evaluate goals for the remainder of the year and ensure employees are on task to achieving the
goals.

Typically once per year, employees will go through a formal review process. This involves a self-
review by you and a results review by your supervisor/manager. The results are used to help
determine an employee’s annual rating, which is then used for purposes of evaluating merit and
bonus compensation decisions, which are not automatic and are solely within the Company’s
discretion.

12
QB\51413807.3