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Welcome to Game Shape Personal Training & Fitness Center and Professional Sports & Orthopaedic Rehabilitation Assoicates, LLC in Manalapan. We are committed to the highest quality of service. Our goal for each person is to relieve pain, restore movement and retrain function. Come on in tour our facility, meet our team, and see how we can be of service to you.

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We were the first to bridge the gap between traditional physical therapy clinics and fitness centers. Owner, Michelle E. Wolpov, MBA, PT, ATC, CSCS uses a groundbreaking business model to provide everyone with an active lifestyle, a way to effectively improve their lives. Our patients transition easily and safely from our caring, skillful, and personalized physical therapy services into a continuum of care that includes fitness and wellness services. Our team of professionals work together every day to ensure that we are helping people eliminate pain, improve mobility, enhance confidence and self-esteem, return to work and play, and live healthier lives.

Our physical therapy services are provided by Michelles other company, Professional Sports & Orthopaedic Rehabilitation Associates, LLC. Our physical therapists specialize in the evaluation and treatment of orthopedic injuries, neurological conditions, sport-related injuries, spine conditions, post-surgical care, and auto accident injuries.

Click here to find out more about Michelle E. Wolpov, MBA, PT, ATC, CSCS, Owner and Executive Director of Game Shape Physical Therapy & Sports Performance Center.

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Live P90X classes are coming to Game Shape Physical Therapy and Fitness Center. Millions of videos posted to YouTube by satisfied customers and 1.35 million Facebook fans cant possibly be wrong when it comes to how effective P90X and other Beachbody Products have been. Now it can be even more effective for you by joining one of the first live trainer-guided classes in the area lead by our P90X Certified Personal Trainers.

The Game Shape Program is designed not only to develop an athletes physical potential, but to provide a fitness education that can empower an athlete for a lifetime. We start by maintaining a low trainer-to-client ratio in order to ensure the highest quality training for every athlete. Then, following one of Game Shapes unique training plans, our trainers work with the athletes both individually or in a small group to develop and maintain the proper technique for every exercise. In this way, athletes not only build strength and confidence, but also gain knowledge that helps create the foundation of athletic success.

At Game Shape, every training session follows a unique and carefully structured lesson plan that is designed to provide balanced development while maximizing results. Athletes progress at their own rate, gaining strength and knowledge that not only helps them achieve their full potential in the sport of their choice, but also presents them with fitness tools that will benefit them for a lifetime.

At Game Shape Physical Therapy & Sports Performance Center were committed to optimizing athletic performance and reducing the potential for injury through comprehensive training programs that improve core strength and balance, increase explosive power, and enhance agility and speed in the sport of your choice. Game Shape Physical Therapy & Sports Performance Center welcomes teams, groups, and individuals to join our training programs. We also encourage inquiries from local businesses, community groups, coaches and trainers interested in on-site group programs and instructional seminars. Game Shape services include: personal training, fitness / gym memberships, nutrition counseling & meal planning, and massage therapy.

The name was selected by owner Michelle Wolpov, MBA, PT, ATC, CSCS to reflect the fact that athletes at all levels, and even non-athletes, need to get into game shape for whatever activities they perform. Getting in Game Shape means that you are in the best physical and mental preparedness for your sport or activity, even if its weekend basketball or a golf outing with friends. Even non-athletes can get into game shape for cleaning the yard or going on a family vacation. One member told us that he needs to be in game shape just for spending quality time with his wife!!

Find out more reasons to choose Game Shape

The logo was carefully designed by owner, Michelle Wolpov, MBA, PT, ATC, CSCS, to specifically signify the name Game Shape and its meaning. The ball in the logo reflects the GAME, and is symbolic of any sport or activity. The person in the logo reflects a happy person, arms raised in excitement, and in the best SHAPE of his / her life. The colors are burgundy, deep gold and blue. These are our company colors and seen throughout our facility.

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23 and 1/2 hours: What is the single best thing we can do for our health?

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Game Shape | Physical Therapy | Manalapan NJ | Marlboro NJ

We offer multiple service packages and pricing levels designed for businesses at different stages. If you like what you get - and we know you will - sign up for one of our monthly plans. If for any reason you decide not to continue using 1&1, we offer a 30-day money-back guarantee. You can cancel your service and receive a refund as long as you cancel before the 30-day trial ends. The amount you pay for your plan depends on both your contract term and billing cycle. You can visit this page to look at each package in detail, but here's a quick summary of which plans tend to work for which kinds of businesses: BASIC - Only the essentials

Our basic plan provides you with a mobile-friendly free website, storage for your website files and databases, and email addresses using your domain name. Our generic website templates include text and layouts. We also integrate your website with social media, provide analytics to help you understand your traffic, and provide Google Maps integration so that people can find your company.

- Good for: Businesses that are just getting started, or people who take care of SEO, email marketing, and social media on their own.

PLUS - The basics plus helpful marketing tools

With our Plus plan you can add a document viewer and event calendar to your website design. You also get powerful marketing tools, including 1&1 Social Media Center, 1&1 Email Marketing Manager, and 1&1 SEO Spotlight. 1&1 SEO Spotlight helps you track your SEO performance and provides tips for improving your site's optimization, but it's not a professional SEO consultation. If you need professional SEO guidance, sign up for our Premium package.

- Good for: Companies that want to integrate Twitter and Facebook with their websites, and companies that want to utilize email marketing. Also, companies that use private SEO services or prefer to handle SEO on their own. PRO - Comprehensive SEO assistance

The Premium plan comes with not only the features of the Plus plan, including social media and email marketing tools, but also a professional SEO consultation . This package maximizes your chances of improving your search engine rankings so that customers can easily find you online.

- Good for: Businesses that are serious about improving search rankings, incorporating email marketing, and getting social with their customers. Also, customers that want to put all of their marketing tools in one easy-to-use location. Are you ready to build a website and take your small business to the next level? Sign up for a plan.

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Website Builder | Build your own personal cheap website

A personal trainer is a fitness professional involved in exercise prescription and instruction. They motivate clients by setting goals and providing feedback and accountability to clients. Trainers also measure their client's strengths and weaknesses with fitness assessments. These fitness assessments may also be performed before and after an exercise program to measure their client's improvements in physical fitness. They may also educate their clients in many other aspects of wellness besides exercise, including general health and nutrition guidelines. Qualified personal trainers recognize their own areas of expertise. If a trainer suspects that one of his or her clients has a medical condition that could prevent the client from safe participation in an exercise program, they must refer the client to the proper health professional for prior clearance.[1]

The scope of practice for a personal trainer is to enhance the components of fitness for the general, healthy population.

Proper exercise prescription may result in improved body composition, physical performance, heart condition and health outcomes.[2] The decision to hire a trainer may be related to a perceived ability to facilitate these factors through proper prescription and instruction or factors related to motivation and adherence. A trainer pays close attention to their client's exercise form, workout routine, and nutrition plan.

Few studies have investigated training for men, however, training in women has been shown to exercise behavior patterns, improve perceptual benefit-to-concern ratio for exercise (decisional balance), and increase confidence to choose exercise in the face of other time demands (scheduling self-efficacy).[3] Personal training results in higher strength, higher workout intensities, and higher perceived exertion during exercise in women. Although women working with personal trainers do self-select heavier loads than women who did not, the loads used are still below recommended training load percentages.[4]

The profession is generally not restricted by venue, and personal trainers may work in fitness facilities, in their personal homes, in client homes, over live video (also called "virtual personal trainers"),[5] or outdoors. Almost all personal trainers and group exercise instructors work in physical fitness facilities, health clubs, and fitness centers located in the amusement and recreation industry or in civic and social organizations.[6] Personal training is not regulated in any jurisdiction in the United States except for Washington D.C. which adopted registration requirements for personal fitness trainers in February of 2014.[7]

Personal trainers may specialize in a certain training type, training philosophy, performance type, exercise modality, or client population. In general, most personal trainers develop exercise prescription plans for aerobic exercise, resistance exercise, and/or flexibility training. With aerobic exercise prescription, personal trainers determine the type of exercise, duration of exercise, and frequency of exercise. For resistance exercise prescription, the type of exercise, total session volume, rest period, frequency, and intensity are determined.[8] Personal trainers may also be involved in prescription of stretching routines or other approaches. While some discuss nutrition, ergogenic supplementation, and spiritual practices with clients, there is debate within the industry as to whether it fits within their scope of practice and training qualifications.[citation needed]

Personal trainer accreditation is a process that provides certification of competency as a personal trainer. Qualification standards for personal trainers vary between countries.

In Australia, personal trainers may work independently with suitable insurance or choose to be a member of a registering body (Fitness Australia or Physical Activity Australia). The qualifications levels include; Level 1 - Certificate III in Fitness, Level 2 - Certificate IV in Fitness and Level 3 - Diploma of Fitness. These can be obtained from nationally accredited colleges (TAFE, Australian College of Sport & Fitness, Fitness Industry Training, Australian Institute of Fitness, Australian Fitness Academy). Once working in the industry, trainers who are members of associations are also required to complete short courses to obtain continuing education credit (CEC) points they need to keep their registration. A minimum of 20 CEC points every two years is required. Many personal trainers also have additional qualifications in weight loss, strength training, kid's fitness, and nutrition, which is in part due to the CEC program. CEC courses can cover a wide variety of topics such as different training techniques, nutrition, exercise styles, health conditions, physiology, lifestyle and rehabilitation.[9]

In Brazil, personal trainers must have a bachelor's degree in "Physical Education" (a degree that combines knowledge in the fields of Exercise Science and Healthcare science) and be registered with the Conselho Federal de Educao Fsica (Federal Council of Physical Education), and risk criminal charges if they operate without these two requirements.

In Canada, the main certifying bodies are Canadian Fitness Education Services (CFES), Canadian Fitness Professionals, Certified Personal Trainers Network, and Canadian Society of Exercise Physiology. CSEP requires a diploma or degree in the exercise field, most require experience and/or workshops. Ontario does not have any personal training regulation. Many personal trainers receive a CFES, CanFit Pro certification or an NCCA accredited certification. The National Personal Training Institute is the only private trade school, 500-hr Personal Training Program in Ontario.[10]

In the UK, there are several ways to achieve a personal training qualification. Most personal training qualifications are accredited through awarding bodies like CYQ (Central YMCA Qualifications), Active IQ (Active International Qualifications) and City and Guilds. These qualifications are generally delivered by Further Education (FE) establishments like colleges, or by private training providers. Upon successful completion of an accredited awarding body qualification, candidates become eligible for Level 3 REPs(Register of Exercise Professionals)status. University graduates with an appropriate honours degree can also apply to become an approved by REPs through Accreditation of Prior Learning (APL) and Accreditation of Prior Achievement (APA).

REPs is the professional body for the UK health and fitness industry, and does not award qualifications directly. Most health and fitness qualifications endorsed by REPs vary in levels from 1 - 5, 1 being basic GCSE level and 5 being advanced specialized training professionals.[11] For a qualification to become eligible for endorsement by REPs, it must conform to the National Occupational Standards (NOS), which are set at governmental level by the Sector Skills Council (SSC) Skills Active.

There is no legal restriction on the title of Personal Trainer nor any formal body associated with regulating Personal Training.

A number of certifications are available in the U.S., although a number are not accredited. Most require a high school diploma, cardiopulmonary resuscitation (CPR) and automated external defibrillator (AED) certification, and some type of examination.[6]

A 2002 investigation evaluated a random sample of 115 personal trainers using the Fitness Instructors Knowledge Assessment (FIKA) (which measures knowledge in nutrition, health screening, testing protocols, exercise prescription, and special populations). The study described that:[12][13]

In partnership with the fitness industry, the International Health, Racquet & Sportsclub Association (IHRSA), which represents over 9,000 health and fitness facilities, started an initiative in 2002 to improve standards for both its own clubs and the industry as a whole. In January 2006, IHRSA implemented a recommendation that its facilities only accept personal trainers with certifications recognized by the National Commission for Certifying Agencies (NCCA) if recognized either by the Council for Higher Education Accreditation (CHEA) and/or the U.S. Department of Education (USDE). As a result, the Distance Education and Training Council (DETC) was recognized by IHRSA as a recognized accreditor of fitness professional certification organizations. Since then, the DETC has accredited several personal trainer certification organizations, including the Aerobics and Fitness Association of America (AFAA) and the International Sports Sciences Association (ISSA) among others. As of August 2012, NASM, ISSA, AFAA, ACSM and NSCA certifications are among the 15 accredited certifications recognized by IHRSA, three of which are accredited by the Distance Education Training Council (DETC).[14][15]

Various organizations within the profession have lobbied for the adoption of a more stringent criteria for certification developed by the NSF International.[16] There remains no national legal restriction on the industry to date except for the District of Columbia (D.C.) which as of February 2014, passed legislation requiring personal fitness trainers to register in that jurisdiction. The law is expected to go into effect in the first half of 2014.

Original post:
Personal trainer - Wikipedia, the free encyclopedia

"Key Performance Indicator" redirects here.

A performance indicator or key performance indicator (KPI) is a type of performance measurement.[1] KPIs evaluate the success of an organization or of a particular activity in which it engages. Often success is simply the repeated, periodic achievement of some levels of operational goal (e.g. zero defects, 10/10 customer satisfaction, etc.), and sometimes success is defined in terms of making progress toward strategic goals.[2] Accordingly, choosing the right KPIs relies upon a good understanding of what is important to the organization.[3] 'What is important' often depends on the department measuring the performance - e.g. the KPIs useful to finance will really differ from the KPIs assigned to sales. Since there is a need to understand well what is important, various techniques to assess the present state of the business, and its key activities, are associated with the selection of performance indicators. These assessments often lead to the identification of potential improvements, so performance indicators are routinely associated with 'performance improvement' initiatives. A very common way to choose KPIs is to apply a management framework such as the balanced scorecard.

There are four types of performance measures, which fall into two groups:

KPIs represent a set of measures focusing on those aspects of organizational performance that are the most critical for the current and future success of the organization. KPIs are rarely new to the organization. Either they have not been recognized or they were gathering dust somewhere unknown to the current management team.[5]

KPI story is about a senior official, who set about turning around British Airways (BA) in the 1980s, reportedly by concentrating on one KPI. The senior official employed some consultants to investigate and report on the key measures he should concentrate on to turn around the ailing airline. They identified one critical success factor (CSF), the timely arrival and departure of airplanes. (Finding CSFs and narrowing them down to no more than five to eight is a vital step in any KPI exercise, and one seldom performed.) While everybody in the airline industry knows the importance of timely planes, the consultants nevertheless pointed out that this is where the KPIs lay and proposed that he focus on a late plane KPI. The senior official arranged to be notified whenever a BA plane was delayed over a certain time and the BA managers at the relevant airport knew that if a plane was delayed beyond a certain threshold, they would receive a personal call from the senior official based around Blanchards one-minute manager reprimand. Whatever the excuse is, quite frankly, was not good enough. The senior BA official would point out that the manager had over six hours of advance notice that the plane was already late and needed to use this window of opportunity to take actions that would bring the plane back on time. Prior to the personal call policy, the airport manager (and many other airline employees ) had the not our fault syndrome. A late plane created by another BA team was their problem, not ours. But after receiving the personal call from the senior official, the airport manager undertook many proactive steps to recapture lost time, no matter who had created the delay. Actions included:

It was not long before BA planes had a reputation for leaving on time. The late planes KPI was linked to many other critical success factors for the airline including the delivery in full and on time critical success factor, the timely arrival and departure of airplanes; the increase repeat business from key customers critical success factor, etc. The late planes KPI affected many aspects of the business. Late planes:

Following extensive analysis and discussions with over 3,000 participants in KPI workshops, covering most organization types in both public and private sectors, facilitator David Parmenter defined seven characteristics of effective KPIs:[8]

Performance indicators differ from business drivers and aims (or goals). A school might consider the failure rate of its students as a key performance indicator which might help the school understand its position in the educational community, whereas a business might consider the percentage of income from returning customers as a potential KPI.

The key stages in identifying KPIs are:

Key performance indicators (KPIs) are ways to periodically assess the performances of organizations, business units, and their division, departments and employees. Accordingly, KPIs are most commonly defined in a way that is understandable, meaningful, and measurable. They are rarely defined in such a way such that their fulfillment would be hampered by factors seen as non-controllable by the organizations or individuals responsible. Such KPIs are usually ignored by organizations.[citation needed]

A KPI can follow the SMART criteria. This means the measure has a Specific purpose for the business, it is Measurable to really get a value of the KPI, the defined norms have to be Achievable, the improvement of a KPI has to be Relevant to the success of the organization, and finally it must be Time phased, which means the value or outcomes are shown for a predefined and relevant period.[citation needed]

In order to be evaluated, KPIs are linked to target values, so that the value of the measure can be assessed as meeting expectations or not.

Every performance measure has a dark side, an unintended negative consequence. The importance of understanding this dark side and the careful selection of measures should never be underestimated. David Parmenter has stated that well over half the measures in an organization may be encouraging unintended behavior. The frequency with which measures are set to fail by at best nave or at worst corrupt management is breathtaking.[9]

As Dean Spitzer says People will do what management inspects, not necessarily what management expects

How performance measures can go wrong can be illustrated by two examples:

A classic example is provided by a city train service that had an on-time measure with some draconian penalties targeted at the train drivers. The drivers who were behind schedule learned simply to stop at the top end of each station, triggering the green light at the other end of the platform, and then continue the journey without the delay of letting passengers on or off. After a few stations, a driver was back on time, but the customers, both on the train and on the platform, were not so happy. Management needed to realize that late trains are not caused by train drivers, just as late planes are not caused by pilots. Lesson: Management should have been focusing on controllable events that led to late trains, such as the timeliness of investigating signal faults reported by drivers or preventative maintenance on critical equipment that is running behind schedule.[10]

Managers at a hospital in the United Kingdom were concerned about the time it was taking to treat patients in the accident and emergency department. They decided to measure the time from patient registration to being seen by a house doctor. Staff realized that they could not stop patients registering with minor sports injuries but they could delay the registration of patients in ambulances as they were receiving good care from the paramedics. The nursing staff thus began asking the paramedics to leave their patients in the ambulance until a house doctor was ready to see them, thus improving the "average time it took to treat patients. Each day there would be a parking lot full of ambulances and some even circling the hospital awaiting a parking spot. Lesson: Management should have been focusing on the timeliness of treatment of critical patients. Thus, they only needed to measure the time from registration to consultation of these critical patients. Nurses would have treated patients in ambulances as a priority, the very thing they were doing before the measures came into being.[11]

There needs to be a new approach to measurement one that is done by trained staff, an approach that is consultative, promotes partnership between staff and management, and finally achieves alignment with the organizations critical success factors and strategic direction.

Dean Spitzer, an expert on performance measurement, has suggested the appointment of a chief measurement officer who would be part psychologist, part teacher, part salesman and part project manager. The chief measurement officer would be responsible for setting all performance measures, assessing of the potential dark side of a given measure, abandoning broken measures and leading all balanced scorecard initiatives.[12][13]

Some examples are:

Many of these customer KPIs are developed and managed with customer relationship management software.

Faster availability of data is a competitive issue for most organizations. For example, businesses which have higher operational/credit risk (involving for example credit cards or wealth management) may want weekly or even daily availability of KPI analysis, facilitated by appropriate IT systems and tools.

Overall equipment effectiveness, is a set of broadly accepted non-financial metrics which reflect manufacturing success.

By Definition: Percentage of the actual amount of production time the machine is running to the production time the machine is available.

By Definition: Percentage of total parts produced on the machine to the production rate of machine.

By Definition: Percentage of good parts out of the total parts produced on the machine.

Businesses can utilize KPIs to establish and monitor progress toward a variety of goals, including lean manufacturing objectives, minority business enterprise and diversity spending, environmental "green" initiatives, cost avoidance programs and low-cost country sourcing targets.

Any business, regardless of size, can better manage supplier performance with the help of KPIs robust capabilities, which include:

Main SCM KPIs will detail the following processes:

Suppliers can implement KPIs to gain an advantage over the competition. Suppliers have instant access to a user-friendly portal for submitting standardized cost savings templates. Suppliers and their customers exchange vital supply chain performance data while gaining visibility to the exact status of cost improvement projects and cost savings documentation.

The provincial government of Ontario, Canada has been using KPIs since 1998 to measure the performance of higher education institutions in the province. All post secondary schools collect and report performance data in five areas graduate satisfaction, student satisfaction, employer satisfaction, employment rate, and graduation rate.[14]

In practice, overseeing key performance indicators can prove expensive or difficult for organizations. Some indicators such as staff morale may be impossible to quantify. As such dubious KPIs can be adopted that can be used as a rough guide rather than a precise benchmark.[citation needed]

Key performance indicators can also lead to perverse incentives and unintended consequences as a result of employees working to the specific measurements at the expense of the actual quality or value of their work.[15][16] For example, measuring the productivity of a software development team in terms of source lines of code encourages copy and paste code and over-engineered design, leading to bloated code bases that are particularly difficult to maintain, understand and modify.

Oftentimes where there is a lack of understanding of how to develop good measures companies will resort to using percentages to quantify their measure. This is wrong and shows that the company did not do enough research on the measure.[citation needed]

Read more:
Performance indicator - Wikipedia, the free encyclopedia

The Personal Performance Academy has one goal expert training in the development of human performance so that people and organisations can achieve greater success, fulfilment and happiness.

And because success, fulfilment and happiness are different for different people and organisations we take the time, and the care, to listen to our clients and help them clarify their specific objectives.

We then work with them to build, implement and maintain nine essential personal development strategies which ensure exceptional, and sustainable, results.

We do this using our unique and expert cross-fertilisation of NLP, Emotional Intelligence and Inner Game together with participation, quality coaching and fun.

This specialist synergy of NLP, Emotional Intelligence and Inner Game training, with laser practice and coaching, really is the difference that makes the difference. Have a look at our testimonials!

For an introduction to our unique, specialist and powerful system of human performance development please see our series of 9 free videos.

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Raise human performance with expert personal development ...

Ken Chester, Jr., Motor News Media Corporation 7 a.m. CST January 13, 2016

2016 Audi S3 sedan(Photo: Motor News Media Corporation)

Introduced to the American marketplace last year, the all-new S3 Sedan expands upon the already sporty character of the A3 sedan, adding S-model-specific details that underscore the high-performance for which Audi S models are known. The 2016 Audi S3 sedan features a unique S-model exterior kit which differentiates it from the standard A3. These changes include: trunk lip spoiler, aluminum-optic mirror housings and front & rear diffuser blades, aluminum door sills with S3 emblems, quad exhaust pipes with finishers, and Platinum Gray matte front grille with chrome struts.

Available in Premium Plus and Prestige trim levels, upgrades and enhancements for 2016 include the following newly standard equipment: rear view camera, parking system plus, auto-dimming rear view mirror with compass, Technology package (MMI Navigation plus package & Audi side assist), and available S3 Black optic performance package. Prestige adds standard active lane assist, Audi pre sense front, Audi adaptive cruise control, and available Red brake calipers.

Power for the S3 is generated by a high-output 2.0L TFSI four-cylinder engine with quattro all-wheel drive that is bolted to a six-speed S-tronic dual-clutch automatic transmission. This powertrain allows the S3 to achieve a speed of 0-60 mph in 4.7 seconds.

The sporty personality of the S3 sedan can be traced in part to an optimized distribution of axle loads and a sophisticated chassis. The MacPherson front suspension contains some aluminum components, while the four-link rear suspension handles longitudinal and lateral forces separately. A sensitive power-steering system features an electromechanical drive for high efficiency. Audi can also install progressive power steering, which varies the steering ratio. Electronic limited slip differential an intelligent subsystem of electronic stabilization control (ESC) makes handling even smoother and safer during fast cornering. The S3 comes standard with S design 18-inch wheels with summer performance tires (19-inch wheels available as part of the 19 Performance package)

Exclusive to its segment, the Audi S3 offers an available Audi magnetic ride sport suspension which can be adjusted via the standard Audi drive select system

Inside the passenger cabin, the roomy interior is refined and straightforward. Its instrument panel is lean; the center console is slightly angled toward the driver. The large round air vents, the three-dimensional decorative inlays and the air conditioners elegant control panel evince the attention to detail that Audi devotes to every vehicle. As in all Audi models, controls are easy-to-use and self-explanatory. The large luggage compartment can be extended by folding down the 60/40 rear seat backs.

The S3 sedan marks the first time that a vehicle in this segment will offer MMI technology, Audi drive select, 4G LTE connectivity and Bang & Olufsen audio. Delivering the same prestige and high-quality materials found in the brands flagship A8 model, the compact S3 will also feature standard leather seating surfaces and exceptional ergonomics. The MMI Pluss ultra-sleek seven-inch screen extends electronically from the instrument panel. The user terminal has a turn/push control designed as a touch wheel with MMI touch the touch wheels top surface is a touch-sensitive pad for inputting letters and numbers.

Dimensions & specifications

Wheelbase: 103.6; overall length: 175.9; width: 77.2; height: 54.8

All vehicle measurements are in inches.

Engine: 2.0L turbocharged direct injection four-cylinder 292 hp at 5,400 6,200 rpm and 280 lbs-ft of torque at 1,900 5,300 rpm.

Transmission: six-speed S-tronic dual-clutch automatic

EPA Fuel Economy: 23 city/31 highway

Cargo capacity: 10.0 cubic feet

Safety features

Dual front airbags, dual front seat-mounted side-impact airbags, dual head curtain side-impact airbags, dual front knee airbags, four-wheel disc brakes with anti-lock, electronic brake force distribution, brake assist, electronic stability control, secondary collision brake assist, traction control, anti-theft alarm, engine immobilizer, power central locking system, automatic Xenon plus high-intensity discharge headlamps, LED daytime running lights, LED tail lights, LED rear fog lights, Bluetooth hands free phone system, Audi advanced key keyless stop, start and entry, parking system plus front/rear parking sensors, rear view camera, Audi pre-sense basic, rain sensing windshield wipers and tire pressure monitoring system. Prestige adds full automatic LED headlights, navigation plus, Audi Connect, adaptive cruise control with stop and go, active lane assist and side assist.

Optional safety features include first aid kit, and rear door mounted side-impact airbags.

Warranty

Basic: 4-year/50,000 mile

Free Maintenance: 12 month/5,000 mile

Pricing

The base Manufacturers Suggested Retail Price (MSRP) for the 2016 Audi S3 sedan starts from $42,500 for the Premium Plus and $48,650 for the Prestige. Destination charges add $925.

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2016 Audi S3 provides personal performance - postcrescent.com

Team Leader Performance Management, Abu Dhabi National Oil Company (ADNOC), UAE

"Very insightful to the world of KPIs for beginners and surely enrichful for patrons as well."

"A powerful insight into your hidden potential that can drive you to a high level of excellence."

An absolute must if you are remotely connected to measuring performance.

"I am really glad to add my testimonial. The material was very useful and it helped me better understand KPIs related aspects, how to be created, applied, utilized, by pushing the team forward for the maximum performance."

"Due to the nature of my current job, in strategy and KPI setting, the content of the program is very detailed, excellent and useful in many ways, I returned to the workplace full of enthusiasm and ready to apply the knowledge that I got."

"It is the willingness of experts like yourself with the capability in the area of KPIs and your response to the interest and needs of the participants that makes this program effective and worthwhile for our organization.

"I'm happy to be introduced in the world of KPIs. I gained knowledge about performance management, which is very important for a company in achieving its goals. I will spend a great effort to integrate this methodology in my company."

Given that our company is in the process of structuring the Performance Management System, I found this workshop very informative and very productive.

"You think you know about KPIs. Until you attend this course."

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smartKPIs.com - World's largest database of documented KPIs

UNDERSTAND

Your ability to perform effectively in your job requires that you have and understand a complete and up-to-date job description for your position, and that you understand the job performance requirements and standards that you are expected to meet. Your supervisor should review your job description and performance requirements with you.

Performance reviews typically take place annually, but can be scheduled more frequently. Performance review processes vary depending on whether your appointment is as classified or professional staff. For classified staff covered by a labor contract, the contract establishes the performance review process requirements. The following table provides links to information about the performance review process and a summary of some information about the process.

You and your supervisor use the annual performance evaluation to:

Sometimes an employees performance will not be consistent with the requirements of the position. If this happens, and normal coaching, counseling and/or training do not bring performance to an acceptable level, a supervisor may use the corrective action process to help constructively bring an employees performance to an acceptable level. The Universitys corrective action process implements progressively more formal counseling, feedback, and goal setting.

Make sure you understand:

Talk to your supervisor if you are unsure of the work that you are expected to perform or the standards you are expected to meet in order to gain a better understanding of his or her expectations. If there are things you think you need help with to be successful, discuss them with your supervisor. These could be instructions, training, support/cooperation from coworkers, etc.

Throughout the year, you and your supervisor should discuss your work and address any issues that may be affecting your job performance. If you are experiencing challenges in your work that you cannot resolve on your own, seek your supervisors feedback and assistance. Depending on your career goals, discuss opportunities to enhance or expand skills.

Prepare for your performance review by:

Use the conversation with your supervisor to set goals that are as specific, measurable, and realistic as possible. Also consider how you might want to progress in your job and the skills you would like to develop. Your performance review is a good time to discuss skills development and possible job progression opportunities.

The review should be completed, reviewed, and signed by the employee and supervisor. If you have a question or concern about your performance evaluation, ask your supervisor during the evaluation process.

UW Human Resources offers information to help you improve your job performance.

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Employee Job Performance - University of Washington

Sections of This Topic Include Preparation

Some Suggested Previous Reading to Really Understand "Performance" A Story to Further Explain What "Performance" Really Is

Establishing Performance Goals Developing Performance Plans Giving and Receiving Feedback Evaluating Performance (Performance Appraisals) Rewarding Performance Addressing Performance Problems Performance Improvement/Development Plans Firing Employees

Additional Perspectives on Employee Performance Management ---Overviews of Employee Performance Management Programs ---Basic Guide to Leadership and Supervision

Additional Perspectives on Employee Performance Management

Also see Related Library Topics

In addition to the articles on this current page, also see the following blogs that have posts related to Employee Performance Management. Scan down the blog's page to see various posts. Also see the section "Recent Blog Posts" in the sidebar of the blog or click on "next" near the bottom of a post in the blog. The blog also links to numerous free related resources.

Library's Career Management Blog Library's Human Resources Blog Library's Leadership Blog Library's Supervision Blog

The following links provide a broad overview of the employee performance management process. Performance Plan (repeated from "Basic Overview") Overview of Employee Performance Management Performance Management: An Overview How to Maximize Your Performance Appraisal Score Elevating Performance Management Performance Management How To Videos

List of useful links about employee performance management Onboarding: A review of the literature associated with new manager orientation, applicable to most employees Leadership and Supervision (building leaders at every level) Managing Day-to-Day Employee Performance 5 Performance Management Tasks That are Often Overlooked Improving Employee Engagement to Drive Business Performance Driving Growth Through Workforce Empowerment: The Business Case for Integrated HCM Surprise! Respect for Employees and Fair Pay Are Profitable for Small Businesses ... and It's Not That Hard. Overcoming the Obstacles to "Clutch" Performance Employee Coaching: 3 Guidelines to Make It Work Training Every Employee to be CEO Ten Ways to Help Your Employees Make a Little Magic Enthusiastic Employees: Do You Have Them? Can You Fix My Employees With Training? Performance Management is Not about the Forms

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How to Ensure Strong Employee Performance Management

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