1. Manager Performance and Rating Guidelines (Direct Team Leader / Senior Specialist)

2. The purpose of the rating guidelines • The dmg performance and career framework is a set of behaviours which clearly define ‘how’ performance will be assessed. At dmg we recognise that not only ‘what’ you achieve is important but ‘how’ you achieve results is equally as important • The performance and career framework provides clarity to employees on what is required for both performance and career progression at dmg. This information will help both Managers and Employees to identify strengths and development areas • At dmg there are 4 key capability areas for each level in the business, these include: • leads effectively • results orientated • people and culture • expertise

3. Behaviours in the review are assessed individually using the rating scale below • Truly exceptional performer rarely seen 5 Consistently Outperforming • Exceeding performance in a few categories 4 Above standard in some areas 3 • Fully meeting our high expectations • Consider KPIs/new goals and/or how to coach for a level 4/5 performance Meets High Standards 2 Developing • Not fully meeting our high expectations: Some solid contributions but skill gaps identified or inconsistent performance demonstrated. Development plan and coaching is required • Expectations not being met on one or multiple areas. • A performance improvement plan should be put in place and clear timelines for review (performance management) Needs improvement 1

4. dmg performance / career framework Senior Leader Group Exective, General Manager Senior Manager Director, Group Manager Manager Direct Team Leader or Senior Specialist Self Leader Oversees the operations of the station or business locally and or nationally No direct reports and or may be a specialist role Manages direct reports and or may be a stand alone specialist role Leads a function locally / nationally Self Manages • Takes responsibility for learning opportunities and develops self • Learns from mistakes and successes • Embraces change Achieves Results • Delivers to a high standard and will go over and beyond when required • Responsive and provides high quality outcomes to clients and customers (internal and external) • Attentive to detail in work • Thinks creatively People and Culture • Develops effective relationships across the business • Collaborates effectively with teams locally and nationally • Makes the job enjoyable • Lives the values • Presents and conducts self professionally Expertise • Developing technical knowledge • Participates effectively in team meetings and broader station • Keeps abreast of market / industry trends and developments Manages Team Performance • Prioritises and sets own/team work plans aligned to strategic plan • Communicates purpose and effectively manages change • Confidently seeks constructive feedback to improve performance • Works with team to create career and development plans Achieves Results through Teams • Motivates and coaches team to deliver • Provides regular constructive feedback • Creates value for clients/customers and business • Thinks creatively and seeks team input People and Culture • Builds effective relationships across the business • Collaborates effectively with teams locally and nationally • Leads through the values • Presents and conducts self / team professionally Expertise • Provides expertise and advice to develop skills and knowledge of others • Keeps abreast of new trends and developments • Looks for ways to add value Leads National or Local function • Communicates and implements the strategic plan for your department/function • Able to build and lead high performing teams • Adapts leadership style to situation • Applies influence skills to achieve change locally and nationally • Seeks feedback and makes time to develop self and others Builds Achievement Culture • Achieves consistent high business performance • Builds business capability to deliver best practice performance • Trusted advisor and partner to clients/customers • Creative and adaptable to changing market conditions. Market/competitor aware and tactical People and Culture • Builds a collaborative team locally and nationally • Recruits, develops and promotes top talent • Leads and champions the values of the business • Clear role model of professional presentation / conduct Expertise • Brings expert knowledge to the business (a leader in the market) • Shares expertise with peers and direct reports Strategic Leadership • Develops local and/or national business plan in line with strategic imperatives • Grows business revenue and identifies opportunities • Inspires and motivates employees to greater levels of performance and commitment • Actions for change are aligned to purpose/strategy and effectively communicated Drives Business Performance and Results • Takes responsibility for achievement of KPIs, self, team and business unit/station • Finds solutions to complex and ambiguous problems • Influencing market / industry in a positive way People and Culture • Drives high achievement culture through best practice standards • Collaborates effectively and develops positive relationships • Conducts talent identification and succession planning • Shapes culture to live values Expertise • Highly commercial, understands needs of business and how to get results • Adapts strategy and approach to market conditions • 1 Leads • Effectively • - develops self and others • - self aware and resilient • - manages change • 2 Results • Oriented • - delivers • - client / customer driven • - creative • 3 People & • Culture • - builds relationships • - teamwork • lives values • professional • Expertise • skills / knowledge • commercial

5. Manager - Direct Team Leader / Specialist The purpose of the ratings guidelines is to provide a guide on how to assess performance, consider strengths and development areas You deliver against the strategic plan and at times your team is delivering well beyond planned expectations You ensure the team is progressing in line with the strategic plan and you track the plan and individuals against key performance indicators. You adjust the plan as required Your team consistently delivers beyond their performance measures, strongly contributing to the success of dmg You need to start monitoring your teams performance against the objectives in the strategic plan You have a plan in place however performance is not clearly defined or measured, or your plan doesn’t fully align with the strategic plan Your team does not understand how their work is impacting the dmg strategy nor understand change /what is expected of them Your team understands how their tasks are aligned to dmg strategy. They are well informed of change, implications and what is expected You need to communicate clearly on how the teams tasks link to dmg strategy and prepare them for appropriate change Your team has a strong awareness of change impacts / implications and are largely self-sufficient in managing themselves through change Your team is a consistent, positive role model for effectively managing change and supporting others through change to deliver dmg strategy You need to ask for feedback regularly from key areas such as: clients, internal customers, peers ,reports and your leader Whilst you seek feedback you don’t act on changes to improve performance for yourself and your team You seek feedback from key stakeholders for yourself and the team. You acknowledge positives and implement actions for change Feedback is a key tool which the team openly talks about to create change You consistently and effectively use feedback as a tool to drive learning, change and performance in your team Your team has no career or development plans in place You understand the value of career and development plans but don’t have formal documentation in place for all team members Each of your team has a career and development plan aligned to career aspirations, with actions and timeframes You meet regularly with the team to discuss their development and progress against plans You create targeted opportunities for your team and keep across projects and changes in the business which could further develop your team

6. Manager - Direct Team Leader / Specialist The purpose of the ratings guidelines is to provide a guide on how to assess performance, consider strengths and development areas Your style is flexible to the individual and situation. You are able to effectively motivate and coach all team members You don’t modify your coaching style to get the best out of people You are developing a more flexible coaching style to support different team member styles Through your effective coaching, your team is able to deliver beyond expectations in some areas Your team is consistently delivering beyond expectations and is highly motivated You provide the team and individuals with regular constructive feedback which they find helpful to make improvements Constructive feedback is consistently regular, tailored and given in a way which the individual feels benefits their career You need to improve on how you provide constructive feedback You need to make time to provide your employees with constructive feedback You apply constructive feedback in a supportive way to continually build your teams performance You and your team are effectively delivering value to your clients / customers, balanced with value for the business You and your team are consistently delivering value beyond the expectations of clients / customers and business At times, you and your team are delivering value beyond the expectations of clients / customers and business You or your team are not creating value for your clients / customers and are not responding to client/customer feedback You or your team are not always effective in delivering value to your clients /customers, or the value to the business is limited You are not thinking creatively or encouraging creative input from your team You sometimes think creatively but need to further develop this skill within yourself and / or your team You and your team demonstrate original thought, apply effective creative processes and get results for business and clients Your and your team’s consistent creativity and innovative solutions are highly valued by the clients and business In some areas, you and your team are thinking creatively, and developing innovative solutions which are beyond expectations

7. Manager - Direct Team Leader / Specialist The purpose of the ratings guidelines is to provide a guide on how to assess performance, consider strengths and development areas You understand the importance of positive relationships and work effectively across all parts of the business Your network across the business is broad and you consistently develop deep and positive relationships which add value to your work You don’t make time to build effective relationships across departments You have good relationships with some stakeholders but need to broaden You invest in relationships and build rapport with a diverse range of people, this helps you to get the job done You and your team promote and role model collaboration across the business You or your team do not collaborate when required across the business Whilst you and your team sometimes collaborate you are not proactive You encourage your team to work with other teams and develop relationships with people across the business You and your team are proactive, share good practices and promote new initiatives across the business You do not demonstrate the values consistently and /or have not acted on feedback You need to invest more time on ensuring your team are aligned to the values You lead by example and are visibly aligned to the dmg values You sometimes provide suggestions on how the team can improve how the values are implemented You introduce new initiatives to keep the values fresh and relevant You and/or your team are not demonstrating professional presentation or conduct You and/or your team are inconsistent in demonstrating professional presentation or conduct You and your team are consistently professional in presentation and conduct You are actively and effectively influencing others outside your team to be more professional in their presentation / conduct You and your team understand the impact of professional presentation and conduct on client / customer perceptions

8. Manager - Direct Team Leader / Specialist The purpose of the ratings guidelines is to provide a guide on how to assess performance, consider strengths and development areas Your knowledge and skills are highly valued within the business and you have generously shared your expertise You need to use your expertise to provide advice/recommendations to your manager/stakeholders and contribute to the development of others You could spend more time providing advice or contributing where you can to the development of others You provide expertise and advice to develop the skills and knowledge of others beyond expectations in some areas You share your expertise and provide recommendations that are often implemented. You freely contribute to the development of others You need to develop an external focus on changes and new developments in the market You are aware of new trends in the market but do not put your knowledge into practice You communicate and apply knowledge on trends and developments to improve outcomes for the business Proactive in seeking out market / industry information to inform discussions You anticipate and stay ahead of market trends /development and frequently apply your knowledge You typically do not share information or suggestions on how the business can improve You only occasionally find new ways to add value or share your thoughts on improvements with others You often share ideas and thoughts on improvements with your team and in broader dmg forums You actively seek information/ideas internally and externally to improve business performance You seek opportunities and take ownership of broader projects to improve dmg