OREANDA-NEWS. Toshiba Corporation (TOKYO: 6502) today announced the introduction and initial implementation of a new evaluation system for the Company’s President & CEO (the “President”), and of a comprehensive personal leadership survey (360 degree survey) for executives. These performance appraisal systems have been adopted as part of the Company’s continuing program of proactive measures to strengthen internal controls and reform the corporate culture, and were used for the first time at the end of last year and in January.

The system for evaluating the President brings more voices into the assessment of the President’s performance, and will support the Nomination Committee in selecting candidates for the post. It is based on anonymous, confidential evaluations by executives and members of senior management, 115 people in this first round, and the compiled results will be provided to the Nomination Committee for use as a reference material.

The 360 degree survey produces a comprehensive evaluation of the leadership and risk management capabilities of senior executives. In this first execution, the survey covered 177 executives and senior managers, and included self-analysis, plus evaluations by superiors, peers and subordinates. A total of 2,830 people participated in the assessment. Surveyed individuals will get personal feedback to help him or her to improve job performance and  personal growth and to contribute to a healthier organization.

By implementing these measures and others, Toshiba is seeking to demonstrate its firm determination to promote reform, strengthen internal control and revitalize its corporate culture, toward regaining the trust of its stakeholders.

  1. Outline of evaluation system for the President

(1) Respondents
   115 executives and senior managers: Executive Officers (excluding the President), In-house Company Presidents and CEOs, Vice Presidents, General Managers of branch offices, General Managers of corporate staff divisions, Presidents of key Group companies, and other selected respondents.

(2) Survey
   a. Questionnaire
   - Evaluation of the President’s confidence executing overall management of the Company
   - The President’s attitude to compliance
   b. Comments and observations

(3) Implementation period
    Mid to end January 2016

(4) Implementation
    Anonymous and confidential

(5) Use of results
  Reference materials for the Nomination Committee when selecting candidates for the post (Use of the survey materials is solely for the use of Nomination Committee in the selection process and will not be disclosed to any other party.)

(6) Future schedule
  Every November from this fiscal year on

  1. Outline of leadership survey (360 degree survey)

(1) Scope
  177 executives and senior managers: Executive Officers (excluding the President), In-house Company Presidents and CEOs, Vice Presidents, General Managers of branch offices, General Managers of corporate staff divisions, executives of key Group companies, and other selected respondents

(2) Respondents
  The surveyed person, superiors, peers and subordinates; 2,830 people in all.

(3) Survey
  Around fifty questions covering categories that include “Envisioning” “Organizing and Influencing” “Change Leadership” “Adaptability” “Decision Making” “Compliance,” “Inspiring” “Mindset & Attitude”. Also written evaluations of strengths and areas requiring development.

(4) Implementation Period
   Latter part of December 2015 to beginning of January 2016

(5) Implementation
  Conducted by a third-party consultancy, with assurance of anonymity.

(6) Use of results
  a. Analyze overall survey outcomes, identify issues, and consider measures required to build a healthy organization.
  b. Promote growth of executives (behavior modification, personal development) by reviewing strengths and areas requiring development
  c. Nurture executives with an ability to listen to subordinate
  d. A reference material for the development and optimum deployment of human resources
(Use of the survey materials is solely for the surveyed person, supervisor and HR division and will not be disclosed to any other party due to privacy.)

(7) Further use
Feedback on the survey will be given to the person reported on and his or her supervisor in March.