Performance Culture

At Sikorsky Aircraft, the work environment encourages and supports professional excellence and rewards outstanding performance. we feel strongly that an employee's pay should directly reflect his or her performance, contribution and value to the company.

As a subsidiary of United Technologies Corporation (UTC), Sikorsky Aircraft shares UTC's pay for performance philosophy and practices. Compensation, performance feedback, and development programs are just a few of the tools used to ensure that excellence is rewarded.

Compensation

Sikorsky Aircraft offers employees competitive salaries based on skills, experience, performance and compensation awarded in the market for each particular job. Our compensation programs are designed to attract and retain the best people.

Performance Feedback

Thoughtful planning, assessment, and feedback about performance are critical to the individual's and to the company's success. Our performance feedback process helps managers focus employee effort on areas that contribute to Sikorsky Aircraft's overall success. The process provides for employees to receive ample feedback regarding performance, strengths, and development needs.

The performance feedback process includes:

• Performance plan, with objectives established jointly by the employee and supervisor.
• Regular performance coaching.
• Creation of an Individual Development Plan (IDP).
• Supervisor and employee assessment of performance against the performance plan.
• Supervisor and employee assessment of UTC competencies.
• Assessment of progress toward IDP goals.
• Development and career planning discussion.
• Overall performance rating.
• Formal, annual performance review discussion.

An employee's overall performance assessment is a valuable input for pay, career and development planning decisions.

Development

We consider an employee's development important to the success of both the individual and company. Through the performance feedback process, employees are able to create an Individual Development Plan to help them improve performance by focusing efforts on areas needing the most development. The plan includes goal statements describing what skill, knowledge or experience will be developed, rationale for why developing these areas is important, and a list of activities that will be done to achieve the goals.

While completing and implementing an IDP can never guarantee success or promotion, We recognize increasing skills and expertise will improve marketability, both inside and outside Sikorsky Aircraft. Sikorsky Aircraft recognizes that career planning is often a difficult task that requires a variety of resources. Our performance feedback process provides the structure and resources for assessing current skills, understanding the company's skill needs, establishing individual goals, and developing an action plan to meet them and improve abilities.