Maximizing My Placement at McDonald's

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MCDONALD'S
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SAMUEL
ONOMICS
EUROPE | Fina
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2013/2014

Contents
Portfolio
Setting PDP Objectives Pages 1-2
Student Competencies Pages 3-5
Self-Management and Development Pages 6-8
Managing Tasks Pages 9-10
Working with & Relating to Others Placement Visit Arrangements Page 11
Communicating Clearly & Effectively Pages 12-13
Individual Performance Plan (6 Months) Pages 14-24
Individual Performance Plan (Full Year) Pages 25-35
Applying Knowledge Pages 36-37
Applying Initiative in Work Problems Pages 38-39
Business and Customer Needs Pages 40-41
Student Competencies (6 Months) Pages 42-45
Endorsments Pages 46-53
“I” Branding – Updated CV Page 54
Bibliography Page 55
Appendix Page 56
Evidence

Reflective Report

Setting PDP Objectives
Introduction into McDonald’s.
McDonalds is a huge corporation; it is the world’s largest chain of hamburger fast food
restaurants, serving in 119 countries to around 68 million customers a day. McDonald’s has
been part of the UK high street since 1974, and over 3 million people a day in the UK eat at a
McDonald’s Restaurant. Headquarters are based in the United States (Oakbrook), the
company started as a barbecue restaurant ran by Richard and Maurice McDonald; in 1948
they remodeled themselves as a hamburger stand, using a production line principle, similar to
the processes still used today.
(McDonalds Flagship Store, 2014)
A local businessman Ray Kroc, a franchise agent in 1955, reinvented the business. He put
forward the idea of franchising, and subsequently purchased a chain from the McDonalds
brothers and oversaw its worldwide growth. To this day a McDonald’s restaurant is either
operated by a franchisee, an affiliate or brand owned. I will be working within the Europe
Entity, based in Edgware Road London. McDonalds Europe operates approximately 7,600
restaurants in 38 countries and serves over 14 million customers every day. France, Germany
and the UK represent almost 60% of our operating income in Europe and Europe as a whole
generated just under 40% of McDonald’s global operating incomes in 2012, making it a key
contributor to McDonald’s growth globally. The company earns its revenue from rent,
royalties, sales within the company based restaurants and fees paid by the franchisees.
(TheFranchiseKing.Com, 2014)

Setting PDP Objectives
One of the key areas of McDonald’s success in the UK is
through its property portfolio, there are almost 1200
restaurants in the UK alone, ranging from high streets,
shopping centres, airports and drive-thrus. McDonalds are
known for their drive-thru restaurant concept and are the UK
and world leader in this sector; the primary aim of
expansions will be through freestanding drive-thru
restaurants. This is will be fundamental in continuing
growth, throughout 2014, the company is hoping to acquire
a target of 40 new restaurant openings, which will create up
to 2,400 new job opportunities annually, an opportunity I took up during my sixth form years,
working as a crew member in Hornchurch, Essex.
(McDonald's, 2014)
McDonald’s are very much about giving back to the community, including the Ronald
McDonald House Charity (RMHC). RMHC is a registered charity providing free
accommodation for families with children in hospital and hospices across the UK, Keeping
families together during very difficult times.
The vision is to aspire to be our customers’ favourite place and way to eat, to achieve this
mission, our actions as individuals, and as a system must reflect McDonald's values; placing
customers experience at the core of all we do, committed to our people, believe in the
McDonald’s system, operating ethically while giving back to our communities, growing our
business profitability and striving to continually improve.
I will be hoping to aid McDonalds through their finance team, I hope to benefit from working
in the business environment, especially joining in McDonalds Vision and incorporating their
values into my self-development, McDonald’s are second largest trainers only behind the
army (in the UK). I look forward to the different challenges I may face and how I could
overcome them. To aid me in this goal I have created my own role and personal development
plans (RDP/PDP).
Included in evidence A, is the job description I received upon my application to my
placement, I used this to help me with me with my PDP Objectives, also included in the
evidence.
(Please note that all my notes will be attached into an appendix at the end of this report. Not
all evidence can be show in full due to confidentiality reasons.)

Student Competencies
Using the scale below evaluate your competencies. Be honest with yourself and identify areas where you feel
you could improve your performance. Please insert a word document (min 500 words) commenting on the
justification of the grades you have ticked
1 = generally weak 2 = below average 3 = average 4 = above average 5= outstanding
Student Signature: Date: 01/09/13
Please note: This task must be completed during the third month of your placement
Please insert all related documents behind this page
1 2 3 4 5
Employability Skills
Self Management and Development:
appropriate attitudes to work and colleagues are maintained, self control is exercised
when faced with work-related difficulties, work completed to a timetable, willingness to
seek appropriate advice is demonstrated and the ability to learn new skills are
demonstrated, ways of improving working relationships are implemented.
✓
Managing Tasks plans for work are provided; appropriate timetables are developed in
agreement of others about the work to be done. Obtained difficulties are dealt with
effectively, progress is monitored and any corrective actions taken and deadlines are
met.
✓
Communication good use of the English language written communications are
accurate, spoken communications are clear and to the point, style and manner of
communications are appropriate, communications are effective and achieve the desired
outcome approach to others is tactful and polite.
✓
Working with and Relating to Others: good working relationships are maintained;
ability to work well in groups is demonstrated. conflict is avoided and help is offered to
overcome difficulties, manner and approach to others are appropriate, works well under
supervision appreciates the role and functions of others
✓
Commercial Awareness
Business and Customer needs
Understanding how an organisation works, aware of products and services,
awareness of the need for efficiency, customer care and a knowledge of the market
place in which the company operates current economic climate and major competitors,
for example
✓
Applying Knowledge seeks to apply knowledge whenever appropriate use and
systematic approach at all times. Identifies analyses and resolves problems in
professional way uses knowledge to develop new designs, products and methods,
uses course knowledge in dealing with customers and clients, uses knowledge of
management when dealing with others.
✓
Applying Initiative in Work Problems
takes the lead when appropriate self-motivation and initiative are
demonstrated, an ability to provide new ideas and identify forward plans takes the lead
in problem solving appropriate inventiveness and flair are demonstrated suggestions
about work matters are made in an appropriate
✓
Reflective Practice
Self Assessment and Appraisals
• ability to identify what has gone well/badly
• critical evaluation of various situations
• articulation of areas for improvement
• summary of learning outcomes from specific situations
• “I” Branding Consider your profile so far for your CV, are you able to introduce
yourself in one minute and convey an interesting fact about your skills?
✓

Student Competencies (3rd
Month)
Employability Skills.
Self‐Management and Development – 3

I have a good work ethic, which is matched with a positive attitude to learning. I exercise the desire to learn by
frequently asking positive questions, to maximise my development I update a list of working tasks I undertake,
once I feel I am comfortable with the work load, I seek to add things to my list. The determination to learn can
sometimes be my downfall; I have on occasion spent too long on a problem independently when seeking advice
would have been the best solution. Assets I hold is this category is the ability to form strong working
partnerships with my colleagues, this is important as I feel like you can acquire knowledge from each other’s
strengths and learn from their mistakes.
Managing Tasks ‐ 3

Managing tasks are important to maximise efficiency, with a colleague we developed a monthly prompt, in
essence a to do list to complete at the end of each month by a specific working day, this was key near the
beginning as we had a scheduled timetable we could work from. I am always punctual with my deadlines and
will stay late to meet deadlines. One key area I need to improve on before I can class myself as above average or
even outstanding is improving my prioritisation skills, although I am improving rapidly and look forward to
extending this into my final year of studies.
Communication – 4
Communication is essential for any business, learning the importance of clear communication is proving
apparent day by day. The development of communication is one of the aims of the placement year. The initial
decision to evaluate myself would have been outstanding, yet during my time at McDonald's Europe Limited I
was fortunate enough to have training on improving Microsoft office abilities and effective communication
skills. Evaluating my experience from the session, I realised there is still a lot I can learn, specifically sounding
more confident on the phone. However the effectiveness of my communication is also clear and to the point,
while also being polite.
Working with and Relating to Others – 3
I formed a particular strong working relationship with a new starter in my department, I found that working with
him enhanced our relationship, while teaching him techniques of the job enhanced my understanding further. I
will always offer help to those that need it and feel like I am very approachable, an improvement I can make is
my desire to avoid conflict can result in me taking on too many tasks from colleagues and therefore there is a
delay in returning the information later than planned. I have not experienced group work as of yet however I am
looking forward to being involved in the team when preparing for the budget, it should be a challenging period
for me as I am very much still on a learning curve, though I am aware of the importance and the tasks ahead.
Commercial Awareness.

Business and customer needs – 3
My knowledge of the company was above average at least on a product level and knowing our competitors, due
to my previous work as a crewmember, though the organisation of the company was foreign to me. Being in the
Europe entity I am in direct contact with all the markets and am well aware of how important efficiency is to cut
time and costs, currently I am still unaware of each markets individual procedures although am aiming to learn
in the future. I regularly attend videoconferences with most markets aiming to discuss the latest news and
finance results in the business as well as the economic presence.

Student Competencies (3rd
Month)
Applying Knowledge – 3
This is an area I thought I would struggle with initially, my knowledge of accounts was not one of my strengths
due to the limited access I have had prior to this placement. My talent for mathematics has helped, and my key
ability of adaptability and fast learning has aided me in my role. I am still on a learning curve and struggle to
apply my course knowledge into the placement from a pure economics point of view, furthermore the
confidence I show in my ability to perform has helped vastly so far. The further into my year, the more
knowledge I will acquire and the more I can apply to not just into my role now, but my degree and beyond.
Applying initiative in Work Problems – 3
I am a self-motivated student who brings my self-motivation to the work place; this aids the company and I as I
aim for high standards. I have lots of responsibilities and that tests my time management skills, but I take
initiative and frequently perform tasks before they are required. I have come up with a few ideas that have made
me more efficient in my job, but I feel like I could be more vocal in meetings and bring bigger and innovative
ideas to the team.
Reflective Practice.
Self‐Assessment and Appraisals – 3
I reflect throughout this report on my abilities, identifying my weakness and strengths. I believe I have been
accurate in my appraisal, specifically in areas in which I can improve upon. I have discovered many different
outcomes from specific situations, for example replying to an email quickly with high quality results in the
precipitant responding kindly and becoming more receptive, equally being polite ends in a similar response. I
appreciate I need to improve on my confidence with my curriculum vitae in regards to be able to portray myself
correctly in a short space of time.

Self Management and Development
Identify and provide evidence of TWO successful activities you have
been involved in.
Finance Training (Evidence B).
As part of my role within the finance team, I have to code invoices correctly onto our system.
I am not the only one that codes invoices to our system; many non-finance employees do as
well. Coding entails writing the correct department code, account, E-coin number and
possibly open item number. If done so incorrectly I would have to recode the invoices at a
later date, which would waste my time when I could be doing something more valuable to the
company, as such I thought I would train some new starters on how to code invoices.
This meant liaising with department heads for their employee’s free time, organising a date
and time for the meeting to take place, booking a spare room, while preparing material to go
through.
I applied my imitative by creating a few dummy invoices to code, I showed them how to do
the first one, showing them through the materials provided, then proceeded to ask them to
complete the task on their own.
This has helped the company cut wasted time, regarding the coding and recoding on invoices.
It was also my first time being in control of the meeting, it was great experience to be in a
teaching position, and gave me great satisfaction when I saw them complete it correctly
within the time limit.
The attached evidence contains, an email confirming the event. Several Excel sheets
including a made up consolidated report, timeline for payment, allocation of costs structure, a
sheet of accounts, a cost centre list, an ecoin user list, a meeting and convention budget and
another professional fees budget.
Reflecting on the event I believe that everything ran smoothly, I was nervous to begin with,
with better preparation I am sure I would have been more confident, which is something I can
work on in the future. An improvement on my planning would have resulted in a clearer
presentation and made me feel more comfortable. As time passed I was happy with the results
from the meeting as the invoices were coded more accurately which left me more time to
concentrate on more valuable tasks.
Intern Assessment day (Evidence C).
Since the start of my placement I was intrigued to why I was chosen, in a very competitive
assessment day, as such I jumped at the opportunity to be involved in selecting my
replacement. I knew the task that was in place, as I had performed it the previous year, but I
made some adaptions especially on the individual task. While the group work was
challenging I was sure they could form strong working teams and overcome the challenge.
I sat in during the whole assessment day offering help to those who needed it, while doing so
I observed everyone, and made notes on a group work assessment sheet. This was where I

started to notice the difference between good candidates and excellent candidates. I was also
given full control on marking the individual task.
The group work I had set up for them, they would later present in front of our team and a
selected few members of human resources. This is where I made my final notes to later
discuss with the rest of my team and make a final decision. This was what I found quite
challenging as I thought there were some very strong candidates I struggled to be decisive
though eventually came to a decision.
In my evidence, I have an email confirming my role in setting up the meeting rooms, the
tasks I created for the interns to complete and a group observation sheet that I amended to
make it more relevant.
I have learned a lot from this task, especially that preparation is key. In self-development
terms I know I can be more decisive when it comes to decision-making, I hope I can improve
on this in my final months. We can into a problem during the second assessment centre as the
meeting rooms were double booked and we had a significantly smaller room, which allowed
talking between the teams, as such it was much harder to distinguish who were the brains
behind the numbers. To counter this once the interviews were concluded we opened the
divider between meeting rooms so we had a lot more space this led the teams being a lot
more spread out, next time I would advise that we open the meeting room initially and
conduct the interviews elsewhere.
Identify two areas of performance you feel you need to improve on and
reflect how you will achieve this.
Clearer Communication.
I feel that if I can improve my communication I can fully understand what is requested from
me at all times, and as such less errors will occur.
In order to improve my communication, specifically when presenting or instructing others, I
plan to become more comfortable with the subject matter before speaking. I also plan to
speak openly more often, this way I can practise and build my confidence. I also plan on
asking more questions when I find something unclear and to not make presumptions, any
error I make can be very costly or time consuming, this way I can enforce that human error is
kept down to a minimum.
Planning.
Improved planning would not only help me in the short run, planning for work related issues
but also in the long run as I can implement my methods into my university work. This is
something that I definitely think I can improve on.
In order for me to improve my planning, I need to practise. I have successfully made myself a
monthly prompt, which has helped me massively on a monthly basis, as I have a step-by-step
guide. This does not help with individual tasks I can sometimes attain, for my next project; I
will sit down and write in chronological order the steps it will take me to complete the work,

thinking from all angles. Working in a small team I am hoping to learn as much as possible
from then in the upcoming months, I want to make the most of all the information available
to me. Evaluating the year to date, I have developed tremendously but I am always seeking to
improve.
I confirm that the student has demonstrated the competencies for self-
management & development.
Supervisor/Manager Signature: Print Name:
Job Title: Date:
I confirm that the evidence provided is my own work.
Student Signature: Date:
Please note:
 These activities can be undertaken anytime during your placement year
therefore try and keep a regular diary of events for your selection.
 Please insert all related documents behind this page

Managing Tasks
Provide evidence (direct and indirect) of your ability to successfully
manage tasks.
Direct Evidence (Evidence D & E)
Included in evidence D is a guide I created. When I started my placement, on a weekly basis I
updated an Excel spread sheet of my on-going tasks, as the weeks continued I added to the
list. I colour co-ordinated each task depending on how confident I was at completing this
tasks. Once I was confident I amended the excel to put the tasks under different headings, and
time scales, this was something that I could reflect back on and aided me in my time
management skills, this was also something I was going to hand down to my predecessor.
Attached in evidence D are the Excel spread sheets, which I created.
I have learnt how to enable a realistic time frame for a task, and set a realistic deadline,
looking over my guide gave me an efficient way to prioritise my work, especially in the
beginning spending more time on tasks I was not as confident in.
Included in evidence E is a direct report I shaped. This report is produced on a quarterly
basis. The report shows the Actual and Projected versus the Plan spending, I made
amendments from the previous direct reports. I included a page with formulae, so when I
change the projected month, the whole report gets updated. This was fed by AS400 queries.
Attached in evidence E is an example of a direct report.
Producing the direct report I learnt that managing a task effectively can be challenging as
other tasks and emails will pop up, I overcame this by replying to all email tasks as they
came, once they were dealt with I would return to the reports.
Indirect Evidence (Evidence F & G)
Included in evidence F are materials that relate to the MEL (McDonalds European Limited)
meeting and the annual report. The MEL meeting is a yearly meeting where all European
employees meet to discuss the previous year’s results, the future year and is a great place to
network with people you would only otherwise talk via emails. During the meeting the CFO
gave a presentation on the previous financial year, using numbers I would have had direct
involvement with, I enjoyed the presentation as I got to see how my hard work affects the
company. I was directly in charge of reconciliation of the meeting, this included collecting all
invoices relating to the meeting, producing a friendly to read table and returning my findings
to the head of communications (who ran the meeting). The annual report is similar in respect
that the figures used were a direct involvement from our team’s reports and plans.
Attached in evidence F is an exert of the annual report, a reconciliation of the MEL meeting
and emails to support this.

Managing Tasks
It was a learning experience for me seeing how my day-to-day tasks affect the company as a
whole; I believe this is important as sometimes you forget that you made a difference when
you are working on a computer every day. It was a real boost seeing what we had achieved
throughout the year.
Included in evidence G is the Mid Year Review (MYR), this review is produced for the CFO,
my team and I are directly involved in the producing of the review, then a presentation is
conducted by Nicoleta (G&A Manager). The review consists of reviewing workbooks,
checking the Actual versus the Budget, cost centre analysis and direct reports.
Attached in evidence G is an extract of the presentation,
It was a collective effort finishing the MYR on time, I put in exceptional effort throughout
the process, together within the team with strong communication we were set different tasks
to complete then to collate our findings together. Edward (Financial Assistant) and I showed
strong communication while working together on reviewing the workbooks, to complete the
task as quickly and efficiently as possible.
I confirm that the student has demonstrated competencies for Managing
Tasks.
Supervisor/Manager Signature Print Name
Job Title: Date:
Student signature: Date:
Please Note:

Working with & Relating to Others Placement Visit
Arrangements
Preparing for your Tutor Visit (Evidence H).
Included in evidence H is my full Tutor Visit, including all the forms that were required.
This includes my student report, the employers report, and the agenda.
Attached in evidence H is the final PDF I sent off prior to my tutors visit.
Reflecting for your Tutor Visit (Evidence I).
My tutor visit occurred on March 18th
2014 at 2:15pm; I started with a short tour of the
office offering any refreshments or beverages. I then sat down and discussed my role within
the company, how my time has gone so far and discussed objectives and improvements.
Lastly we discussed and looked through the tutor visit forms I had to produce prior to the
visit, as well as looking through what I had done to date regarding my portfolio.
I then introduced my tutor to two of my team members, and then continued to introduce her
to my managers; here they discussed projects I have worked on, my work load/ethics as well
as my development. We then conversed on what my managers said and reviewed how I can
improve further using my managers’ comments.
Attached in evidence I, are my meeting notes from the tutor visit.
Overall I feel like the visit went very well, and I hope that I showed a snippet of what I do
day to day and what I am capable of. I was very nervous at the start, as I wanted to show a
good account of the company I work for and of myself, but once we started discussing my
role I felt more comfortable. If I were to prepare for a similar meeting, I would run through it
a few times so I would be more confident.
Job Title: Date:
Please note:

Communicating Clearly and Effectively.
Provide ONE piece of evidence for each that demonstrates your
communication skills.
Verbal communications are clear and to the point (Evidence J).
Included in evidence J is the sport fund executive report. This report is discussed with our
sponsorship affiliate once every two months. During this meeting, I need to carefully explain,
the cost of each invoice and how much of the budget is left. I must clarify the report to
someone that is not familiar with finance, as such it is important to be precise and to the
point.
Attached in evidence J is an extract of the report that will be discussed.
I feel this is something I excel at, as there seems to be very little confusion and we always
meet our targets by the time the next meeting arrives.
Written communications are accurate (Evidence K).
Included in evidence K are emails relating to the sport fund. Between meetings I will liaise
with our sponsorship affiliate, on a regular occurrence between meetings to insure invoices
are getting paid within the time constraints. I may make changes to the executive report,
when this occurs my written communication must be accurate to explain what I have altered.
I have also included other ways I use written communication, via Microsoft Lync, I can
instant message other employees to let them know when tasks are completed.
Attached in evidence K are emails regarding the sports fund and a Microsoft Lync
conversation concerning purchase orders.
This is something I have improved on, throughout my time at the company. I now feel
confident when sending emails, that I will receive the information I am after. I learnt to be
careful when communicating with people that are not natural English speakers, to be precise
and clear.
Active Listening (Evidence L).
Included in evidence L is UK recovery presentation. This was a presentation conducted after
work hours by one of the vice presidents. To presentation was about the McDonald’s UK
market downturn and revival. I demonstrated superb active listening skills, I had the ability to
focus on what he was saying, and incorporating the message he was giving, while making
worthwhile notes. To clarify my understanding on the presentation, I asked a question at the
end that sparked a debate within the audience.
Attached in evidence L are screenshots of my personal laptop. Containing the notes of the
presentation.

Communicating Clearly and Effectively.
The notes I made were clear and to the point. I hope to use the same structure of note taking
while still being engaged, to university next year, this will help me when going through my
notes and the revision period.
Job Title: Date:
Please note:

In the U.S., at McDonald’s, employment is at will. This means that employees are free to terminate their employment at any time, for any reason, and McDonald’s reserves the same right. The president of
McDonald’s is the only person who may make an exception to this, and it must be in writing and signed by the president.
McDonald’s reserves the right to amend or modify the policies and procedures described in this guide at any time without prior notice. The information and processes contained in this guide do not create any
contractual obligation between McDonald’s and its employees.
The legal import of PDS varies from country to country. If you want more information concerning the legal import of PDS in your country, please contact your local HR Department Head.
©2008 McDonald’s Corporation. All Rights Reserved.
Portions Copyright © 2005, Personnel Decisions International Corporation. All Rights Reserved.
1
Individual
Performance Plan
JOB LEVEL
ASSOCIATE/COORDINATOR/SPECIALIST
LEADERSHIP LEVEL
LEADING SELF
EMPLOYEE COMPLETE
Information about Me
Name SAMUEL ARCHER Title FINANCIAL ASSISTANT
Region/Division/
Department
MEL G & A FINANCE GROUP Band/Job Level
(within the U.S.)
NA Grade (outside the U.S.) NA
Person you
report to
NICOLETA CIOCIRLAN Date of mid-year review DEC 2013 Date of year-end review MAY 2014
EMPLOYEE COMPLETES Results Achieved on Objectives Influence 75% of Employee’s Overall Performance Rating
My Objectives and Results Achieved
• Review your organization or team business plan for the year
• Working with your manager, write objectives that are Specific, Measurable, Achievable, Relevant and Time-bound (SMART)
• Update your objectives and enter accomplishments at the mid-year and year-end reviews
Objectives that support your team’s business strategies Date to complete Measurement
1. Streamlining Month end via the use of a Monthly Prompt
Once a Month I have to perform the same month end tasks, I hence feel that if I
could streamline this process into a new methodical way, this would be of a great
benefit, not only to me but my team. I feel a monthly Prompt, with a running order for
month end will help improve efficiency and hopefully I can bring the same thought
process with me to university for my last academic year.
Q3 2013 Timely and accurate month end submission,
ensuring the procedure is applied correctly
and consistently.
Accomplishments 3
2. Budget Process – Preparation and cross checking of all plan reports, direct reports,
analytical reports with FX rates and cost centre and open item databases. Work with
specific departments – prelim plan workbooks > budget meetings > plan workbooks.
Work in co-operation with the team in some aspects.
During my time with the company I will be involved with the budget process for the
2014 calendar year, completing the above will be of much importance when
finalizing the 2014 budget.
Q3 & Q4 2013
All reports are prepared accurately (no
spreadsheet errors as well as ensuring all of
the reports tie in together. All completed in
line with the plan process deadlines.
Good feedback from departments with
whom I will hopefully get a chance to work
together with.
Accomplishments 4
3. G+A Tidy Up – Faster Reallocation of all incorrect costs on the wrong account and
or open item.
During my first G+A tidy up I was quite slow at recoding the incorrect costs, this
wastes time and effected my performance on other tasks, so it is important that I
concentrate on learning the correct accounts to function types.
First Month
An accurate G+A provides a much clearer
outlook of costs on the company, thus
providing more accurate results. Improved
presentations.
Accomplishments 3
4. Filing – Improving the efficiency.
The Filing system we currently use is difficult to understand, and has no direct
instruction on where certain items should go, I believe that if I spend a short while
changing the system in use, we would benefit from time lost in the future. As well as
clearer idea of where we are up to in regards to auditing and stationary.
Q3 2013 An up to date filing system, would benefit
the whole team, as we would not waste
valuable time on searching for folders etc.
Accomplishments 2
5. Verizon – Improving the Verizon invoices process.
Currently the process is quite a long period, I hope to shorten this down by creating a
Verizon shortcut manual, a page that will have all the correct coding of the invoices
for all departments, this way I will not have to search back for previous invoices to
find the correct coding.
Q3 2013 Saved time can be used on more valuable
tasks, my production would increase.
Accomplishments 2

2
Individual
Performance Plan
JOB LEVEL
LEADERSHIP LEVEL
LEADING SELF
6. Reconciling Events & Budget overview.
Reconciling events is something that I will be entrusted with in the future, once my
knowledge has improved, this will entail. Locating all costs for a meeting, recoding to
the correct account and open item, deducting costs for delegate fees and returning
the information in an easy to read format for the department heads.
Q1 2014 The department head understanding the
information sent to them, so they can
discuss their Actual Vs. Budget.
Accomplishments NA
Objectives that support the individual development of another employee Date to complete Measurement
1. Supporting the new starter.
The new starter will be new to some procedures, and our accounting software MSIS
(McDonald’s Shared Information Systems) a variation of AS400. I will train him up to
my current ability with the software.
First Month The new starter being able to assist the
team from a very early stage.
Accomplishments 3
2. Training my replacement.
Teaching my replacement everything I know, setting up step by step guides, and
issuing many notes, showing them the mistakes I made and how I overcome them,
the responsibilities I had. Being a mentor for the short hand over period.
Q2 2014 My replacement will have an easy
changeover, and be able to cope with the
workload once I have left.
Accomplishments NA
Results Achieved Rating
End of Year
Rating:
3
4 Exceptional Results
Accomplishments were significantly beyond target performance levels. Contributions to business unit/team and
department results were exceptional.
3 Significant Results
Accomplishments met and sometimes exceeded target performance levels. All requirements and expectations of the job were fulfilled.
2 Some Improvement Required
Accomplishments met some but not all target levels and/or basic job requirements were not consistently met. Performance is unsatisfactory
and improvement is required.
1 Unacceptable Results
Few objectives were met and basic job requirements were not maintained. Performance improvement must be achieved.
Mid-Year Employee Comments: I feel like I am making great strides in improving myself, however now the budgeting stage of my placement is
over I am going to concentrate on improving the efficiency of my work, and creating new ways to streamline my
tasks.
Mid-Year Manager Comments: Samuel is progressing very quickly, He is very supportive within the team and is meeting his objectives. I find
his aspirations to continually improve himself impressive as his attitude to work.
End of Year Employee Comments:
End of Year Manager Comments:

Portions Copyright © 2005, Personnel Decisions International Corporation. All Rights Reserved. 3
Individual
Performance Plan
JOB LEVEL
LEADERSHIP LEVEL
LEADING SELF
MANAGER COMPLETES Ratings on Competencies Influence 25% of Employee’s Overall Performance Rating
Leadership Competencies
• Your manager will rate your performance on the demonstration of competencies based on the behaviours expected for your job level.
• You and your manager will discuss these behaviours during your mid-year and year-end reviews.
Communicates Effectively and Candidly
Demonstrates strong two-way communications skills. Conveys information and ideas in an open, articulate and timely manner. Considers
cultural differences and others’ perspectives when communicating.
Expected behaviour Someone who does not display this competency:
 Often misses the point others are trying to make
 Cuts people off before they finish speaking
 Does not listen well
 Not a clear communicator in writing and/or in oral
communications
 Holds information or viewpoint back
 Ignores differing perspectives or messages that are contrary to
his or hers
 Conveys written and spoken information clearly, concisely, and in a timely manner.
 Listens carefully to different opinions and ideas.
 Communicates in a way that demonstrates respect for individual differences.
 Shares viewpoints openly, even if they are contrary to the majority viewpoint.
Rating: 3 4 Exceptional Demonstration 3 Significant Demonstration 2 Opportunity for Development 1 Unacceptable Demonstration
Mid-Year Employee Comments: I showed strong communication especially during the mid-year review within my team. Especially when
negotiating tasks with Edward Valentine. Though I believe I can improve on my written communication
especially when dealing with employees where English is not their first language.
Mid-Year Manager Comments: Samuel has shown communication is one of his strengths, he is confident in our weekly meetings and conveys
relevant information. To increase this rating to a 4, I suggest he is more open to his opinion, as it is normally a
strong one and the team would benefit from hearing his ideas.
Puts the Customer First
Strives to deliver high quality products and superior service that exceeds the expectations of our internal and external customers.
 Does not approach issues with a customer-first mind-set
 Fails to recognize opportunities and the potential impact on
the customer
 Does not take the time for customer contact
 Assumes that all customer’s needs are the same and/or
cannot change
 Takes personal responsibility to deliver superior service to the customer.
 Follows up with customers in a timely manner.
 Treats customers/clients with respect and dignity.
 Demonstrates understanding of the unique needs of individual customers.
Mid-Year Employee Comments: I approach each task uniquely as I believe each employee would want their work done differently, as such I try
to tailor my tasks accordingly, this will bring the best customer satisfaction.
Mid-Year Manager Comments: Samuel takes great pride in his work, this has resulted in a high standard of work. He responds to emails
promptly and I have received many compliments on the work he has completed for others. I am very pleased
with his output and his goal will be to keep it up.
Leadership Competencies Ratings
4 Exceptional Demonstration 3 Significant Demonstration 2 Opportunity for Development 1 Unacceptable Demonstration
Demonstrated the expected
behaviour in an extremely
effective and consistent
manner.
behaviours for this leadership
competency in a consistent
and effective manner.
Did not consistently and/or
effectively demonstrate some of
the expected behaviours for this
leadership competency.
Demonstration of the expected
competency was
unacceptable and needs
immediate improvement.

Individual
Performance Plan
JOB LEVEL
LEADERSHIP LEVEL
LEADING SELF
Leads Change and Innovation
Identifies the changing needs of our customers, employees and system and successfully leads innovation that improves the business.
 Is fixed on how things have always been done
 Resists new ideas
 Avoids taking risks
 Applies old solutions to new problems
 Generates ideas that are not suitable for the needs
of the business
 Approaches problems with curiosity and open-mindedness.
 Picks up on and adapts to different or new ways of doing things.
 Identifies and surfaces opportunities to improve processes.
Mid-Year Employee Comments: I am eager to acquire new information and I have shown at university I am a quick learner, I picked up the
software very quickly (AS400), my thought process enables me to approach tasks in a methodical way.
Mid-Year Manager Comments: Samuel has had a good start to his placement regarding innovation, he is strong when it comes to many
particular tasks. However there is room for improvement, I feel he can improve the process of some tasks to
cut time and concentrate on more important tasks.
Builds and Leverages Talent
Builds the quality of McDonald’s employee base by seeking out high performers, helping others develop and grow, rewarding high
achievement, and supporting diversity of thought and perspective.
 Overemphasizes proving oneself and does not give credit
to others
 Fails to give others constructive performance feedback
 Does not let go of tasks that should be accomplished by
others
 Does not apply consistent criteria and standards when
making talent management decisions
 Provides constructive feedback to others to help improve their performance.
 Shares own expertise and experience with others.
 Acknowledges others' efforts and accomplishments.
 Demonstrates respect for the diversity of talent on a team.
Mid-Year Employee Comments: I do not feel like I have been in a position to leverage talent in the first six months, and is certainly an area I
need to strengthen under.
Mid-Year Manager Comments: Samuel has a lot of respect for the team, however I believe there is more to gain from his experiences and his
talents. He has taught the team new things at times and I would suggest he does this more during the next six
months.

Individual
Performance Plan
JOB LEVEL
LEADERSHIP LEVEL
LEADING SELF
Plans and Acts Strategically
Develops a clear and compelling vision, strategy, or action plan that is aligned with the organization’s goals.
 Has little or no understanding of the vision/strategy of the
business or of how individual or team goals connect to it.
 Stays focused on own initial objectives and priorities even
when the business circumstances change.
 Spends excessive time on elements too tactical for job level
 Does not keep apprised of industry trends and changes
 Is often seen as “working in a silo.”
 Does not build professional networks across the organization.
 Aligns own activities with the work group's goals and strategies.
 Promotes and demonstrates commitment to the organization's vision, values, and
direction.
 Develops plans for completing work including the sequence of activities, realistic
time estimates, and required resources.
 Breaks assignments down into manageable tasks.
 Coordinates planning efforts with other areas of the business.
Mid-Year Employee Comments: As time went on I understood the importance of prioritising, to align my tasks in order of urgency, this led me to
completing tasks within the time constraints. I have developed step by step notes for almost of all my tasks
which are attached in the appendix.
Mid-Year Manager Comments: Samuel excels at his work load, he is very methodical in his thought process, and he asks many questions to
improve himself and his work. The methodical way he approaches his work means there are very few
mistakes.

Individual
Performance Plan
JOB LEVEL
LEADERSHIP LEVEL
LEADING SELF
Achieves through Teamwork
Works cooperatively as a member of a team and is committed to the overall team objectives rather than one’s own interests. Is open to
others’ diverse ideas and leverages the team’s differences to achieve results.
 Is control oriented and does not trust a team to perform
 Fails to create shared goals and rally the team around those
goals
 Does not leverage differences to create synergies in the team
 Withholds resources and information from others
 Builds teams that look, act and think alike
 Lacks awareness of others’ needs
 Readily involves others, as appropriate, to accomplish individual and team goals.
 Volunteers to help others.
 Proactively shares updates and information with others.
 Seeks opportunities to collaborate even when their own viewpoints may not align
with others.
Mid-Year Employee Comments: I am very conscious of letting the team down, I make sure that when we perform tasks that my role is
completed as to not delay the project. I lease with my team on an almost daily basis, and often help
departments when they are in need.
Mid-Year Manager Comments: We have achieved a lot in the first 6 months of Samuel’s placement, September to January is a very busy time
for the team, we have the mid-year review, pre-plan and the plan. All require concentration and effort, we
accomplished this by working as a team and Samuel was an integral part of that.
Leads through Influence
Positively influences others and collaborates in ways that inspire others to take action and/or change perspective.
 Often fails to get support for ideas and projects
 Is not passionate enough to energize others
 Does not make others feel as though their point of view has
been heard
 Is only able to get things accomplished through a directive
leadership style
 Builds networks to increase personal effectiveness.
 Engages others in own work by demonstrating a sense of optimism, ownership and
commitment.
 Provides a sound rationale to gain support for ideas and/or recommendations.
 Links ideas to needs and benefits.
Mid-Year Employee Comments: I need to work on influencing others through my leadership, as it stands I do not feel like I am in a position
where my leadership can be beneficial. I look forward to training my replacement, to be able to engage them
into the world of finance.
Mid-Year Manager Comments: Samuel is passionate in his tasks, and brings others into his work where need. He is a good collaborator,
though it is hard for him to influence others through experience, I believe he can do more to influence people
through his passion and personality, he certainly has it within himself to be a good leader.

Individual
Performance Plan
JOB LEVEL
LEADERSHIP LEVEL
LEADING SELF
Executes for Results
Relentlessly pursues the achievement of goals and sustained profitable growth while upholding the highest possible standards of fairness,
honesty and integrity.
 Does not demonstrate extra effort required to push through
obstacles
 Does not consistently deliver results
 Wastes time and resources pursuing non-important activities
 Does not follow through on commitments
 Achieves results at the cost of people or McDonald’s values.
 Sets high standards for own performance.
 Asks questions to clarify assignments and priorities as needed.
 Gathers data to evaluate processes and programs.
 Takes the initiative to resolve routine problems and understands when issues should
be escalated.
 Stays focused on most important work activities, even when distractions occur.
 Upholds all of McDonald’s Standards of Business Conduct.
Mid-Year Employee Comments: I take great pride in my work, this has helped me achieve great success, both academically and now
professionally. I am continuingly trying to improve myself, as a result I ask many questions to better my
understanding. I will always try and use my initiative where appropriate to solve problems.
Mid-Year Manager Comments: Samuel’s work has been very impressive since day one, the high standards he produces has set the bar for
himself for the remainder of the placement.

Individual
Performance Plan
JOB LEVEL
LEADERSHIP LEVEL
LEADING SELF
MANAGER COMPLETES
Overall Performance Level This rating is based on the weighted sum of Results Achieved (75 percent) and Competencies (25 percent).
4 Exceptional Performance
The employee achieved results that far exceeded expectations and requirements of the job, while modelling the Competencies expected of McDonald’s employees. The employee’s
performance was always of exceptional quality. This rating is reserved for employees who have exhibited exceptional performance while meeting challenging demands.
3 Significant Performance
The employee achieved results that consistently met or occasionally exceeded expectations and planned objectives. This rating describes employees who successfully do their jobs
and meet high performance standards while at the same time demonstrating McDonald’s Competencies. (Note: This rating should also be used for employees who are new in their
jobs and who are progressing as expected.)
Improvement is required as the employee’s performance was varied, and his or her ability to meet expectations and accomplish planned objectives was inconsistent. This rating
should be used for employees who achieved results but did so by demonstrating behaviours that are not consistent with McDonald’s Competencies. Employees in this rating category
should be placed on an accelerated review cycle with a Performance Improvement Plan to improve performance.
1 Unacceptable Performance
The employee’s performance was unacceptable and needs immediate improvement. Expected results were not attained and planned objectives were not achieved. This rating also
pertains to employees who achieved results but did so in a manner that is clearly in violation of the Competencies that are expected of McDonald’s employees. An employee in this
category should be on a Performance Improvement Plan, and must meet the objectives of the plan to remain in current position. In some cases, termination without going through a
Performance Improvement Plan may be appropriate.
Overall Performance Level Rating:
Summary comments
Provide detailed comments regarding employee’s achievement of performance objectives, display of Competencies, and overall performance for the year.
Employee's Signature: ___________________________________Manager’s Signature: ____________________________________ Date:________________________________

Individual
Development Plan
JOB LEVEL
LEADERSHIP LEVEL
LEADING SELF
Completion of your individual development plan and your development discussion can occur during the same time frame as your performance review, or
at a different time. Talk with your manager about what will work best for your review cycle. (Recommendation: Before you establish your development goals,
use the Development Discussion Guide located on the PDS website to talk with your manager about competencies that are important for your current or
future job.)
Name Samuel Archer Today’s Date 08/07/2014
Short-term or long-term Placement Goals (Write a statement that captures your professional aspirations.)
I want to gain some experience working in a field which I am interested in, seeing the progress and problems finance have faced in the past and the
solutions that were found. I wanted an insight into what it is like to work in an office environment on a day to day basis and am therefore eager to see how
the company plays a role in the economy, to understand the big picture.
My long term goal would be to see whether a finance role is for me or to pursue other career interests such as insurance or investment banks. Doing a
placement for me is a crucial part of this decision process. Learning about the field of accounting, learning about the financial year and how it affects
people’s workloads, learning about possible qualifications available in this field, also knowing how to meet stakeholder needs and build strong business
relationships.
Development Goal #1
A short term goal in my personal development is to improve my ability on Microsoft Office, in particular my use of Microsoft Excel. The pace I am currently
using excel at, is slowing my efficiency in the workplace. To solve this I shall be receiving some training to help me unlock my potential in the office package.
Another short term goal is that of working to a time table, after my first month here I know that I will be repeating certain tasks on a routine basis. If I can
keep a record of the monthly task and a list of ongoing tasks I am sure I will be able to improve my productivity.
Long term I would like to improve my decision making in high pressured surroundings I hope to do this via the day to day challenges I face, these
experiences are why I thought a placement would help me not just overcome these problems but make me grow as a result. I am independent and
therefore don't need to be micro managed I am hoping this will be key for my development in certain areas such as my aptitude for problem solving.
How this will make me more effective in my current or future job
Short term becoming more efficient at Office, and my time management will improve the rate at what I work and therefore my productivity.
Long term, better decision making will save more of my team’s time and thus leaving them to do more valuable work.
Success Measures
As Times goes on I should be able to increase my workload without struggling.
Action Steps
Action
Training For Office Skills
Date to Complete
October 2013
Resources/Commitment Needed
125 hours of study time per exam
Notes & Progress
Action
Work to a timetable
Date to Complete
Ongoing
Sticking to the timetable, make
adjustments when needed
Notes & Progress
Action
Improve Decision Making
Date to Complete
Ongoing
Resources/Commitment Needed Notes & Progress

Individual
Development Plan
JOB LEVEL
LEADERSHIP LEVEL
LEADING SELF
Development Goal #2
I have always struggled with my written language and hope to improve this dramatically as to improve my communication within the workplace via emails
but more importantly on a personal note to succeed in my final year at university particularly my final year project. This has become apparent, as I need to
learn how to chase people faster and more effectively, as one of my first projects (which cannot be disclosed due to confidentiality agreements) was
sending invoices out and only half have to date ( June 21st) have got back to me (3 weeks after initial emails were sent).
I want to build strong working relationships, between my co-workers, being in a strong team will be greatly beneficial, as we can offer each other aid on
difficult tasks. I am trusted with very confidential information (including payroll), the trust my team has shown in me already at this early stage of my
placement has given me great belief. I look forward to collaborating within my team and with external companies to conclude projects.
Stronger written communication will lead to less mistakes that will bring good morale to my team, it is important to have good team cohesion, to work in
different more efficient ways.
Success Measures
There will be less confusion between email trails, and the team will collaborate more effectively.
Action Steps
Action
Study Email Trails, to determine
best form of written
communication.
Date to Complete
October 2013
10 minutes every day
Notes & Progress
Action
TBC
Date to Complete Resources/Commitment Needed Notes & Progress
Action
TBC

Individual
Development Plan
JOB LEVEL
LEADERSHIP LEVEL
LEADING SELF
Development Goal #3
I would like a way to apply my economic knowledge more, so far I have learnt the majority of my knowledge from my team via on the job training,
hopefully as time passes I will be able to analyze the effects on Actuals vs. Budgets. I would like to inter twine my theory and practical work one day, this
initially seems like it will be a difficult task, but I am determined to use the theory I picked up during my first year accounting module at the very least.
I would like to focus some attention on evaluating myself, I am a strong analytical thinker but I am always trying to improve myself. I am looking forward
throughout the year to find new ways to improve, an opportunity I wouldn't have had if I continued my studies. I have a positive attitude, and so far have
shown that I possess the ability to balance a number of tasks without compromising accuracy, I believe this is essential for me to carry on improving.
Implementing my own knowledge will benefit any role I hold, as I can add a unique aspect of my education.
Success Measures
I will have finished the placement as an improved employee.
Action Steps
Action
Think behind the numbers
Date to Complete
Full Year
Try to relate theory
Notes & Progress
Action
Try to evaluate myself at least
once every 6 months.
Date to Complete
Full Year
Stick to evaluating myself
Notes & Progress
Action
NA
Date to Complete
NA
NA
Notes & Progress

1
Individual
Performance Plan
JOB LEVEL
LEADERSHIP LEVEL
LEADING SELF
EMPLOYEE COMPLETE
Information about Me
Name SAMUEL ARCHER Title FINANCIAL ASSISTANT
Region/Division/
Department
MEL G & A FINANCE GROUP Band/Job Level
(within the U.S.)
NA Grade (outside the U.S.) NA
Person you
report to
NICOLETA CIOCIRLAN Date of mid-year review DEC 2013 Date of year-end review MAY 2014
EMPLOYEE COMPLETES Results Achieved on Objectives Influence 75% of Employee’s Overall Performance Rating
My Objectives and Results Achieved
• Review your organization or team business plan for the year
• Working with your manager, write objectives that are Specific, Measurable, Achievable, Relevant and Time-bound (SMART)
• Update your objectives and enter accomplishments at the mid-year and year-end reviews
Objectives that support your team’s business strategies Date to complete Measurement
1. Streamlining Month end via the use of a Monthly Prompt
Once a Month I have to perform the same month end tasks, I hence feel that if I
could streamline this process into a new methodical way, this would be of a great
benefit, not only to me but my team. I feel a monthly Prompt, with a running order for
month end will help improve efficiency and hopefully I can bring the same thought
process with me to university for my last academic year.
Q3 2013 Timely and accurate month end submission,
ensuring the procedure is applied correctly
and consistently.
Accomplishments 4
2. Budget Process – Preparation and cross checking of all plan reports, direct reports,
analytical reports with FX rates and cost centre and open item databases. Work with
specific departments – prelim plan workbooks > budget meetings > plan workbooks.
Work in co-operation with the team in some aspects.
During my time with the company I will be involved with the budget process for the
2014 calendar year, completing the above will be of much importance when
finalizing the 2014 budget.
Q3 & Q4 2013
All reports are prepared accurately (no
spreadsheet errors as well as ensuring all of
the reports tie in together. All completed in
line with the plan process deadlines.
Good feedback from departments with
whom I will hopefully get a chance to work
together with.
Accomplishments 4
3. G+A Tidy Up – Faster Reallocation of all incorrect costs on the wrong account and
or open item.
During my first G+A tidy up I was quite slow at recoding the incorrect costs, this
wastes time and effected my performance on other tasks, so it is important that I
concentrate on learning the correct accounts to function types.
First Month
An accurate G+A provides a much clearer
outlook of costs on the company, thus
providing more accurate results. Improved
presentations.
Accomplishments 4
4. Filing – Improving the efficiency.
The Filing system we currently use is difficult to understand, and has no direct
instruction on where certain items should go, I believe that if I spend a short while
changing the system in use, we would benefit from time lost in the future. As well as
clearer idea of where we are up to in regards to auditing and stationary.
Q3 2013 An up to date filing system, would benefit
the whole team, as we would not waste
valuable time on searching for folders etc.
Accomplishments 3
5. Verizon – Improving the Verizon invoices process.
Currently the process is quite a long period, I hope to shorten this down by creating a
Verizon shortcut manual, a page that will have all the correct coding of the invoices
for all departments, this way I will not have to search back for previous invoices to
find the correct coding.
Q3 2013 Saved time can be used on more valuable
tasks, my production would increase.
Accomplishments 3

2
Individual
Performance Plan
JOB LEVEL
LEADERSHIP LEVEL
LEADING SELF
6. Reconciling Events & Budget overview.
Reconciling events is something that I will be entrusted with in the future, once my
knowledge has improved, this will entail. Locating all costs for a meeting, recoding to
the correct account and open item, deducting costs for delegate fees and returning
the information in an easy to read format for the department heads.
Q1 2014 The department head understanding the
information sent to them, so they can
discuss their Actual Vs. Budget.
Accomplishments 4
Objectives that support the individual development of another employee Date to complete Measurement
1. Supporting the new starter.
The new starter will be new to some procedures, and our accounting software MSIS
(McDonald’s Shared Information Systems) a variation of AS400. I will train him up to
my current ability with the software.
First Month The new starter being able to assist the
team from a very early stage.
Accomplishments 4
2. Training my replacement.
Teaching my replacement everything I know, setting up step by step guides, and
issuing many notes, showing them the mistakes I made and how I overcome them,
the responsibilities I had. Being a mentor for the short hand over period.
Q2 2014 My replacement will have an easy
changeover, and be able to cope with the
workload once I have left.
Accomplishments 4
Results Achieved Rating
End of Year
Rating:
4
4 Exceptional Results
Accomplishments were significantly beyond target performance levels. Contributions to business unit/team and
department results were exceptional.
3 Significant Results
Accomplishments met and sometimes exceeded target performance levels. All requirements and expectations of the job were fulfilled.
Accomplishments met some but not all target levels and/or basic job requirements were not consistently met. Performance is unsatisfactory
and improvement is required.
1 Unacceptable Results
Few objectives were met and basic job requirements were not maintained. Performance improvement must be achieved.
Mid-Year Employee Comments: I feel like I am making great strides in improving myself, however now the budgeting stage of my placement is
over I am going to concentrate on improving the efficiency of my work, and creating new ways to streamline my
tasks.
Mid-Year Manager Comments: Samuel is progressing very quickly, He is very supportive within the team and is meeting his objectives. I find
his aspirations to continually improve himself impressive as his attitude to work.
End of Year Employee Comments: Reflecting on my time, and the comments made by Nicoleta during my mid-year review. I pushed on to
complete my objectives I am particularly proud of the improvements I have made and the impact I had on the
role.
End of Year Manager Comments: It has been a pleasure working with Samuel he continued to impress under demanding situations, he will be
sorely missed by the team and McDonalds Europe as a whole.

Individual
Performance Plan
JOB LEVEL
LEADERSHIP LEVEL
LEADING SELF
MANAGER COMPLETES Ratings on Competencies Influence 25% of Employee’s Overall Performance Rating
Leadership Competencies
• Your manager will rate your performance on the demonstration of competencies based on the behaviours expected for your job level.
• You and your manager will discuss these behaviours during your mid-year and year-end reviews.
Communicates Effectively and Candidly
Demonstrates strong two-way communications skills. Conveys information and ideas in an open, articulate and timely manner. Considers
cultural differences and others’ perspectives when communicating.
 Often misses the point others are trying to make
 Cuts people off before they finish speaking
 Does not listen well
 Not a clear communicator in writing and/or in oral
communications
 Holds information or viewpoint back
 Ignores differing perspectives or messages that are contrary to
his or hers
 Conveys written and spoken information clearly, concisely, and in a timely manner.
 Listens carefully to different opinions and ideas.
 Communicates in a way that demonstrates respect for individual differences.
 Shares viewpoints openly, even if they are contrary to the majority viewpoint.
Mid-Year Employee Comments: I showed strong communication especially during the mid-year review within my team. Especially when
negotiating tasks with Edward Valentine. Though I believe I can improve on my written communication
especially when dealing with employees where English is not their first language.
Mid-Year Manager Comments: Samuel has shown communication is one of his strengths, he is confident in our weekly meetings and conveys
relevant information. To increase this rating to a 4, I suggest he is more open to his opinion, as it is normally a
strong one and the team would benefit from hearing his ideas.
End of Year Employee Comments: After my mid-year review meeting I realised I needed to speak more openly with my team on improvements I
believe could be implemented into our line of work, I am very happy how my written communication improved
throughout the year and look forward to exercising this new talent while at university.
End of Year Manager Comments: Samuel improved sharing his view point after the mid-year review, I have now given him a 4 rating, and his
opinion should be voiced even if different, as contrary opinions can lead to innovating the work process. I am
very happy with the progress Samuel has made.
Leadership Competencies Ratings
4 Exceptional Demonstration 3 Significant Demonstration 2 Opportunity for Development 1 Unacceptable Demonstration
behaviour in an extremely
effective and consistent
manner.
competency in a consistent
and effective manner.
Did not consistently and/or
effectively demonstrate some of
the expected behaviours for this
leadership competency.
Demonstration of the expected
competency was
unacceptable and needs
immediate improvement.

Individual
Performance Plan
JOB LEVEL
LEADERSHIP LEVEL
LEADING SELF
Puts the Customer First
Strives to deliver high quality products and superior service that exceeds the expectations of our internal and external customers.
 Does not approach issues with a customer-first mind-set
 Fails to recognize opportunities and the potential impact on
the customer
 Does not take the time for customer contact
 Assumes that all customer’s needs are the same and/or
cannot change
 Takes personal responsibility to deliver superior service to the customer.
 Follows up with customers in a timely manner.
 Treats customers/clients with respect and dignity.
 Demonstrates understanding of the unique needs of individual customers.
Mid-Year Employee Comments: I approach each task uniquely as I believe each employee would want their work done differently, as such I try
to tailor my tasks accordingly, this will bring the best customer satisfaction.
Mid-Year Manager Comments: Samuel takes great pride in his work, this has resulted in a high standard of work. He responds to emails
promptly and I have received many compliments on the work he has completed for others. I am very pleased
with his output and his goal will be to keep it up.
End of Year Employee Comments: I realised after the review that this was one of my strong points and made a conscious effort to keep my high
standard levels raised.
End of Year Manager Comments: Samuel continued to excel in this department, all tasks were completed within the time constraints and to a
very high level. I am pleased that Samuel kept the standards high throughout the year.

Individual
Performance Plan
JOB LEVEL
LEADERSHIP LEVEL
LEADING SELF
Leads Change and Innovation
Identifies the changing needs of our customers, employees and system and successfully leads innovation that improves the business.
 Is fixed on how things have always been done
 Resists new ideas
 Avoids taking risks
 Applies old solutions to new problems
 Generates ideas that are not suitable for the needs
of the business
 Approaches problems with curiosity and open-mindedness.
 Picks up on and adapts to different or new ways of doing things.
 Identifies and surfaces opportunities to improve processes.
Mid-Year Employee Comments: I am eager to acquire new information and I have shown at university I am a quick learner, I picked up the
software very quickly (AS400), my thought process enables me to approach tasks in a methodical way.
Mid-Year Manager Comments: Samuel has had a good start to his placement regarding innovation, he is strong when it comes to many
particular tasks. However there is room for improvement, I feel he can improve the process of some tasks to
cut time and concentrate on more important tasks.
End of Year Employee Comments: I listened to the advice given to me and looked at the way I approach some tasks, after analysing where the
waste of time occurred, I acted to remove them. (I realised instead of scanning invoice by invoice onto the
network it would be suitable to scan by market).
End of Year Manager Comments: Samuel continued to show a strong approach to his work, and innovated a few processes this led him to
increase his work load.
Builds and Leverages Talent
Builds the quality of McDonald’s employee base by seeking out high performers, helping others develop and grow, rewarding high
achievement, and supporting diversity of thought and perspective.
 Overemphasizes proving oneself and does not give credit
to others
 Fails to give others constructive performance feedback
 Does not let go of tasks that should be accomplished by
others
 Does not apply consistent criteria and standards when
making talent management decisions
 Provides constructive feedback to others to help improve their performance.
 Shares own expertise and experience with others.
 Acknowledges others' efforts and accomplishments.
 Demonstrates respect for the diversity of talent on a team.
Mid-Year Employee Comments: I do not feel like I have been in a position to leverage talent in the first six months, and is certainly an area I
need to strengthen under.
Mid-Year Manager Comments: Samuel has a lot of respect for the team, however I believe there is more to gain from his experiences and his
talents. He has taught the team new things at times and I would suggest he does this more during the next six
months.
End of Year Employee Comments: This was something I knew I had to work on, after discussing with Nicoleta, we decided that I would share my
criticisms more when something affects my work, while still being respectable. I realised I can still give positive
reinforcement as well as being constructively critical, it does not have to be one or the other.
End of Year Manager Comments: Samuel listened to the advice I gave him and as a result increased his rating to a there, after speaking out we
have changed a few processes that help the whole team in a fair way.

Individual
Performance Plan
JOB LEVEL
LEADERSHIP LEVEL
LEADING SELF
Plans and Acts Strategically
Develops a clear and compelling vision, strategy, or action plan that is aligned with the organization’s goals.
 Has little or no understanding of the vision/strategy of the
business or of how individual or team goals connect to it.
 Stays focused on own initial objectives and priorities even
when the business circumstances change.
 Spends excessive time on elements too tactical for job level
 Does not keep apprised of industry trends and changes
 Is often seen as “working in a silo.”
 Does not build professional networks across the organization.
 Aligns own activities with the work group's goals and strategies.
 Promotes and demonstrates commitment to the organization's vision, values, and
direction.
 Develops plans for completing work including the sequence of activities, realistic
time estimates, and required resources.
 Breaks assignments down into manageable tasks.
 Coordinates planning efforts with other areas of the business.
Mid-Year Employee Comments: As time went on I understood the importance of prioritising, to align my tasks in order of urgency, this led me to
completing tasks within the time constraints. I have developed step by step notes for almost of all my tasks
which are attached in the appendix.
Mid-Year Manager Comments: Samuel excels at his work load, he is very methodical in his thought process, and he asks many questions to
improve himself and his work. The methodical way he approaches his work means there are very few
mistakes.
End of Year Employee Comments: I took it upon myself to type up certain notes and guides, attached in evidence (F) that would help benefit any
new starters/placement students. As well as something I could look back to refer to.
End of Year Manager Comments: Samuel will be the sole trainer of his replacement and looking at his plan for the handover I am very impressed,
his thought process was clearly on show.

Individual
Performance Plan
JOB LEVEL
LEADERSHIP LEVEL
LEADING SELF
Achieves through Teamwork
Works cooperatively as a member of a team and is committed to the overall team objectives rather than one’s own interests. Is open to
others’ diverse ideas and leverages the team’s differences to achieve results.
 Is control oriented and does not trust a team to perform
 Fails to create shared goals and rally the team around those
goals
 Does not leverage differences to create synergies in the team
 Withholds resources and information from others
 Builds teams that look, act and think alike
 Lacks awareness of others’ needs
 Readily involves others, as appropriate, to accomplish individual and team goals.
 Volunteers to help others.
 Proactively shares updates and information with others.
 Seeks opportunities to collaborate even when their own viewpoints may not align
with others.
Mid-Year Employee Comments: I am very conscious of letting the team down, I make sure that when we perform tasks that my role is
completed as to not delay the project. I lease with my team on an almost daily basis, and often help
departments when they are in need.
Mid-Year Manager Comments: We have achieved a lot in the first 6 months of Samuel’s placement, September to January is a very busy time
for the team, we have the mid-year review, pre-plan and the plan. All require concentration and effort, we
accomplished this by working as a team and Samuel was an integral part of that.
End of Year Employee Comments: We accomplished more in the first six months as a team, though I still made an effort to help others when in
need, and constantly shared new information.
End of Year Manager Comments: Samuel has continued to be very helpful for the team, he is a committed individual that helps daily, and he
shows exceptional strength in this field.
Leads through Influence
Positively influences others and collaborates in ways that inspire others to take action and/or change perspective.
 Often fails to get support for ideas and projects
 Is not passionate enough to energize others
 Does not make others feel as though their point of view has
been heard
 Is only able to get things accomplished through a directive
leadership style
 Builds networks to increase personal effectiveness.
 Engages others in own work by demonstrating a sense of optimism, ownership and
commitment.
 Provides a sound rationale to gain support for ideas and/or recommendations.
 Links ideas to needs and benefits.
Mid-Year Employee Comments: I need to work on influencing others through my leadership, as it stands I do not feel like I am in a position
where my leadership can be beneficial. I look forward to training my replacement, to be able to engage them
into the world of finance.
Mid-Year Manager Comments: Samuel is passionate in his tasks, and brings others into his work where need. He is a good collaborator,
though it is hard for him to influence others through experience, I believe he can do more to influence people
through his passion and personality, he certainly has it within himself to be a good leader.
End of Year Employee Comments: After our review, I realised I can do more to influence others, I aimed to get other departments to be more
passionate about their finance, if they take greater care with their finances it will help our department.
End of Year Manager Comments: You can see the passion in Samuels work; his passion overflows into other employees. This has a positive
influence in the office.

Individual
Performance Plan
JOB LEVEL
LEADERSHIP LEVEL
LEADING SELF
Executes for Results
Relentlessly pursues the achievement of goals and sustained profitable growth while upholding the highest possible standards of fairness,
honesty and integrity.
 Does not demonstrate extra effort required to push through
obstacles
 Does not consistently deliver results
 Wastes time and resources pursuing non-important activities
 Does not follow through on commitments
 Achieves results at the cost of people or McDonald’s values.
 Sets high standards for own performance.
 Asks questions to clarify assignments and priorities as needed.
 Gathers data to evaluate processes and programs.
 Takes the initiative to resolve routine problems and understands when issues should
be escalated.
 Stays focused on most important work activities, even when distractions occur.
 Upholds all of McDonald’s Standards of Business Conduct.
Mid-Year Employee Comments: I take great pride in my work, this has helped me achieve great success, both academically and now
professionally. I am continuingly trying to improve myself, as a result I ask many questions to better my
understanding. I will always try and use my initiative where appropriate to solve problems.
Mid-Year Manager Comments: Samuel’s work has been very impressive since day one, the high standards he produces has set the bar for
himself for the remainder of the placement.
End of Year Employee Comments: I was very pleased with what Nicoleta had said during our review, and I was determined on staying focused for
the remainder of the placement.
End of Year Manager Comments: Samuel finished the year the way he started, hardworking and committed, throughout the year he went above
and beyond many times. His high standards of work will be missed.

Individual
Performance Plan
JOB LEVEL
LEADERSHIP LEVEL
LEADING SELF
MANAGER COMPLETES
Overall Performance Level This rating is based on the weighted sum of Results Achieved (75 percent) and Competencies (25 percent).
4 Exceptional Performance
The employee achieved results that far exceeded expectations and requirements of the job, while modelling the Competencies expected of McDonald’s employees. The employee’s
performance was always of exceptional quality. This rating is reserved for employees who have exhibited exceptional performance while meeting challenging demands.
3 Significant Performance
The employee achieved results that consistently met or occasionally exceeded expectations and planned objectives. This rating describes employees who successfully do their jobs
and meet high performance standards while at the same time demonstrating McDonald’s Competencies. (Note: This rating should also be used for employees who are new in their
jobs and who are progressing as expected.)
Improvement is required as the employee’s performance was varied, and his or her ability to meet expectations and accomplish planned objectives was inconsistent. This rating
should be used for employees who achieved results but did so by demonstrating behaviours that are not consistent with McDonald’s Competencies. Employees in this rating category
should be placed on an accelerated review cycle with a Performance Improvement Plan to improve performance.
1 Unacceptable Performance
The employee’s performance was unacceptable and needs immediate improvement. Expected results were not attained and planned objectives were not achieved. This rating also
pertains to employees who achieved results but did so in a manner that is clearly in violation of the Competencies that are expected of McDonald’s employees. An employee in this
category should be on a Performance Improvement Plan, and must meet the objectives of the plan to remain in current position. In some cases, termination without going through a
Performance Improvement Plan may be appropriate.
Overall Performance Level Rating: 4
Summary comments
Provide detailed comments regarding employee’s achievement of performance objectives, display of Competencies, and overall performance for the year.
Samuels’s performance this years has been exceptional, he has been an ambassador for the company. Samuel
continually went the extra mile to guarantee success, he exceeded the expectations I had for him. Finance at times can
be a challenging place to work, there are very tight time constraints in place. Samuel grasped the system and day‐to‐
day routine very quickly which was beneficial. He quickly amended processes he thought would save time while being
equally efficient. This was exactly what I wanted, it was important to bring new ideas to the department to keep
innovating. Not only were the ideas valuable we implemented them too, specifically a query we set up to receive the
market costs enabling recodes to be done in half the time. He is polite and enthusiastic, worked well within the team
and the company, he is very well liked and that is a credit to his personality. He has improved on many levels, his excel
ability has developed tremendously, It was a pleasure watching Samuel develop throughout the year. He was a great
addition to the team and will be missed.

Individual
Development Plan
JOB LEVEL
LEADERSHIP LEVEL
LEADING SELF
Completion of your individual development plan and your development discussion can occur during the same time frame as your performance review, or
at a different time. Talk with your manager about what will work best for your review cycle. (Recommendation: Before you establish your development goals,
use the Development Discussion Guide located on the PDS website to talk with your manager about competencies that are important for your current or
future job.)
Name Samuel Archer Today’s Date 08/07/2014
Short-term or long-term Placement Goals (Write a statement that captures your professional aspirations.)
I want to gain some experience working in a field which I am interested in, seeing the progress and problems finance have faced in the past and the
solutions that were found. I wanted an insight into what it is like to work in an office environment on a day to day basis and am therefore eager to see how
the company plays a role in the economy, to understand the big picture.
My long term goal would be to see whether a finance role is for me or to pursue other career interests such as insurance or investment banks. Doing a
placement for me is a crucial part of this decision process. Learning about the field of accounting, learning about the financial year and how it affects
people’s workloads, learning about possible qualifications available in this field, also knowing how to meet stakeholder needs and build strong business
relationships.
Development Goal #1
A short term goal in my personal development is to improve my ability on Microsoft Office, in particular my use of Microsoft Excel. The pace I am currently
using excel at, is slowing my efficiency in the workplace. To solve this I shall be receiving some training to help me unlock my potential in the office package.
Another short term goal is that of working to a time table, after my first month here I know that I will be repeating certain tasks on a routine basis. If I can
keep a record of the monthly task and a list of ongoing tasks I am sure I will be able to improve my productivity.
Long term I would like to improve my decision making in high pressured surroundings I hope to do this via the day to day challenges I face, these
experiences are why I thought a placement would help me not just overcome these problems but make me grow as a result. I am independent and
therefore don't need to be micro managed I am hoping this will be key for my development in certain areas such as my aptitude for problem solving.
Short term becoming more efficient at Office, and my time management will improve the rate at what I work and therefore my productivity.
Long term, better decision making will save more of my team’s time and thus leaving them to do more valuable work.
Success Measures
As Times goes on I should be able to increase my workload without struggling.
Action Steps
Action
Training For Office Skills
Date to Complete
October 2013
125 hours of study time per exam
Notes & Progress
Action
Work to a timetable
Date to Complete
Ongoing
Sticking to the timetable, make
adjustments when needed
Notes & Progress
Action
Improve Decision Making
Date to Complete
Ongoing
Resources/Commitment Needed Notes & Progress

Individual
Development Plan
JOB LEVEL
LEADERSHIP LEVEL
LEADING SELF
Development Goal #2
I have always struggled with my written language and hope to improve this dramatically as to improve my communication within the workplace via emails
but more importantly on a personal note to succeed in my final year at university particularly my final year project. This has become apparent, as I need to
learn how to chase people faster and more effectively, as one of my first projects (which cannot be disclosed due to confidentiality agreements) was
sending invoices out and only half have to date ( June 21st) have got back to me (3 weeks after initial emails were sent).
I want to build strong working relationships, between my co-workers, being in a strong team will be greatly beneficial, as we can offer each other aid on
difficult tasks. I am trusted with very confidential information (including payroll), the trust my team has shown in me already at this early stage of my
placement has given me great belief. I look forward to collaborating within my team and with external companies to conclude projects.
Stronger written communication will lead to less mistakes that will bring good morale to my team, it is important to have good team cohesion, to work in
different more efficient ways.
Success Measures
There will be less confusion between email trails, and the team will collaborate more effectively.
Action Steps
Action
Study Email Trails, to determine
best form of written
communication.
Date to Complete
October 2013
10 minutes every day
Notes & Progress
Action
TBC
Action
TBC

Individual
Development Plan
JOB LEVEL
LEADERSHIP LEVEL
LEADING SELF
Development Goal #3
I would like a way to apply my economic knowledge more, so far I have learnt the majority of my knowledge from my team via on the job training,
hopefully as time passes I will be able to analyze the effects on Actuals vs. Budgets. I would like to inter twine my theory and practical work one day, this
initially seems like it will be a difficult task, but I am determined to use the theory I picked up during my first year accounting module at the very least.
I would like to focus some attention on evaluating myself, I am a strong analytical thinker but I am always trying to improve myself. I am looking forward
throughout the year to find new ways to improve, an opportunity I wouldn't have had if I continued my studies. I have a positive attitude, and so far have
shown that I possess the ability to balance a number of tasks without compromising accuracy, I believe this is essential for me to carry on improving.
Implementing my own knowledge will benefit any role I hold, as I can add a unique aspect of my education.
Success Measures
I will have finished the placement as an improved employee.
Action Steps
Action
Think behind the numbers
Date to Complete
Full Year
Try to relate theory
Notes & Progress
Action
Try to evaluate myself at least
once every 6 months.
Date to Complete
Full Year
Stick to evaluating myself
Notes & Progress
Action
NA
Date to Complete
NA
NA
Notes & Progress

Maximizing My Placement at McDonald's

Maximizing My Placement at McDonald's

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