The primary features of this PMP re-design project are about creating a more clear delineation between satisfactory performance and truly outstanding performance, creating performance measures for every position that are directly connected to the organizational goals and values, creating upper management reviews that are directly linked to the organizational strategic goals, and to create a performance feedback culture where the role of the manager is that of a coach or counselor providing feedback that guides employee development rather than critical judges of past task outcomes and behaviors - which can be accomplished by allowing the review to evolve out of the employee’s own self-evaluation.