One of our key strategies for success is to build a high performance work force. Consequently, LG&E Energy offers a variety of employee development opportunities that support employees in their career development, and help the Company meet its goals. The Company’s employee development program includes a broad spectrum of tools and activities.

Succession planning

Succession planning is integral to the success of the organization. In addition to a formal succession planning process that takes place over several months each year, officers meet semi-annually to review the progress of succession and development plans company-wide. Officers support and encourage developmental career moves.

Performance Excellence Process (PEP)

The Performance Excellence Process (PEP) encourages employees to develop objectives that support the Company’s strategic goals. The PEP is designed so that all employees understand their role in contributing to the Company’s success. A competency assessment is included in the PEP and requires employees to focus on competencies relevant to their position and for future growth.

Individual Development Plan (IDP)

Competencies needing development are addressed on the Individual Development Plan (IDP). The IDP supports the performance review process, which takes place twice annually - mid-year and at year’s end. It is the tool that identifies development actions for an employee to become more proficient in their current position. The IDP also aids an employee for development and growth for future opportunities.

Other development opportunities include:

• Using the Tuition Reimbursement Program for further education;
• Formal training courses, workshops, and seminars for knowledge and skills development;
• Non-traditional opportunities such as self-study, voluntary membership on civic groups, networking through professional organizations, working on task forces or cross-functional teams, on-the-job work assignments that promote the development of new skills, mentoring and coaching;
• E.ON Academy.