In this module, we discussed several topics regarding engaging and managing talent. Based on what you learned, you'll be designing a performance review process for the role you've been working with over the last few weeks, with one caveat - there is an employee issue that you must coach and weave into the performance review process (refer to M4L3).

1. Employee Review Process
   1. Detail the employee review process timeline.
   2. Detail the employee review form/template you will use.
      1. Include at least one department/company key performance indicator to map to.
      2. How do you acknowledge bias in your form?
2. Coaching: How would you handle the employee issue?
   1. Create sample script to coach the employee(s).
   2. Create the opportunity in the employee review process for that employee(s) to work on the issue over the next year.
      1. How will you hold them accountable?

Field	Job Description	Employee Issue
Business (C-Suite)	Use the CEO job description you created in M2D1.	Your CEO had excellent internal ratings and the company had an increase in revenue this year, but as Board Chair, you and other Board members are concerned about the public statements that have been offensive to customers and social groups.

Job Description I created Below

Job Announcment

Position Title: Chief Executive Officer (CEO) Organization: Spectrum Reports To: Board of Directors Industry: Business Technology and Consulting

Salary: $201K - $230K

Accepting Applications until 31 Aug 25

Company Overview:

Leading the way in smart connectivity worldwide is Spectrum Technologies, Inc. Its headquarters are in New York City. In 2010, Spectrum was a small online phone provider in the United States. It has expanded into a global technology company that operates in more than 30 nations. Its areas of expertise include cloud computing, next-generation networking, and consumer digital services (Altman et al., 2023). It aims on long-term success, client pleasure, and innovation. To guide the company through its next stage of expansion, which will make use of 5G, IoT, and AI, Spectrum needs a CEO who is both innovative and strategic.

Job Description:

To guarantee Spectrum's expansion and prosperity, the Chief Executive Officer (CEO) will be in charge of providing strategic leadership, guidance, and operational management. To create long-term objectives, plans, strategies, and policies, the CEO will collaborate closely with the Board of Directors. The ideal applicant must have a clear vision, be able to encourage and inspire a team, and promote efficiency and innovation throughout the company.

Preferred Qualifications:

• It is necessary to have at least 15 years of senior leadership experience, especially in telecom or IT.
• Master's degree in business administration or a related field
• Strategic perspective
• Operational expertise
• Must be proficient in stakeholder management, negotiation, and communication.

Describe your job description writing process and why you chose to include the components you chose.

I started by looking at the CEO titles of Ericsson, Cisco, and AT&T. By examining executive recruiting standards, HR literature, and SHRM executive competence models, the most important skills and metrics for a CEO in a fast-paced company were identified (Altman et al., 2023). I discovered a good mix between behavioral traits (crisis leadership and stakeholder involvement) and technical requirements (finance management and innovation strategy). I've provided an overview, tasks, credentials, and recommended attributes to make sure everything is clear and comprehensive. I encouraged cultural alignment because leadership shapes a company's behavior, interactions with people, and adherence to its values. This approach made sure the job description will draw in motivated, talented applicants who fit Spectrum's long-term goals (Fields et al., 2024).

Detail a timeline for a job you want to hire for.

From the first planning meeting to the final offer, the CEO hiring process should take 12 weeks. The board will accept the updated job description and select an executive search firm during the first week. We will use job boards and direct outreach to actively recruit during weeks two through four. Following the initial exams in weeks five and six, we will select six to eight people. In weeks 7 and 8, discussions start. In weeks nine and ten, we will grade executives and review references. In week eleven, interviews come to a close. The best applicants will be presented to the Board of Directors. In the twelfth week, a final offer will be made. With this approach, the selection process is finished fast and accessible to anyone (Fields et al 2024).

Detail who will be involved in the interview process and why.

Numerous important people will be interviewed. The candidate's corporate governance objectives and strategic vision will be assessed by the lead independent director and the board chair. The candidate's financial leadership abilities, such as capital allocation, fundraising, and budgeting, will be evaluated by the CFO. The CHRO will concentrate on succession planning, leadership, and cultural fit. Operational and technological competency is assessed by CTOs and COOs (Fields et al., 2024). Additionally, in order to showcase their business acumen and stakeholder communication abilities, candidates can be asked to bring in a key investor or strategic partner. The CEO's alignment with the organization's operations, culture, and long-term objectives is guaranteed by this cross-functional interview.

Questions:

1. Tell me about your most significant strategy change and how you were able to successfully adjust to it?
2. How are you going to close the gap between your innovative goals and short-term profits?
3. How are you going to close the gap between your innovative goals and short-term profits?
4. What lessons have you learned from handling significant crises like data breaches or market disruptions in the past?
5. How do effective leaders respond to changes in the workplace, in your opinion

Please include references