Talent Management

Kelley Blue Book plans to keep up the pace in 2008 and has outlined a specific road map for its talent management process to ensure the company stays on track. This includes focusing on core objectives such as:

1. Goals: Managers reviewed 2008 goals with employees at the beginning of the year to establish the benchmarks they will be reviewed against. Throughout the year, managers will communicate with employees to assess and update each goal and milestone.

2. Annual reviews: This includes employee self-reviews and manager reviews and culminates in a joint performance review in which managers conduct face-to-face reviews with each of their direct reports.

3. 90-day review: After completing the first 90 days of employment, employees conduct a self-review. Managers then conduct a face-to-face review to ensure new hires are off to a good start.

4. 360-degree review: Leadership is evaluated by peers, direct reports and management, keeping everyone in the organization, regardless of position, accountable to corporate objectives.

5. Compensation: Managers keep performance data and merit budgets side-by-side. Kelley Blue Book has established salary grades and ranges, and the company refreshes its salary data against the marketplace every 18-24 months to be sure it is competitive.