Performance Reviews_Operations (Jennifer Hale)

Accurately assessing employee performance against goals that were mutually committed,  is an essential part of the performance review cycle and has a direct impact on the 50% of the bonus that is tied to individual performance. 

1. "Performing" - this indicates that an employee performed to a satisfactory level and met the standards expected. This rating should be interpreted as being positive. In past reviews the rating of "Exceeds Performance" was an option, which is no longer the case. 

2. "Needs Improvement" - this rating would be assigned to a team member who did not fulfill 100% of their obligations or successfully meet the expected standards of work. An individual who was on a Performance Improvement Plan (PIP) for lack of performance, who has received the feedback and where performance is being monitored should receive this rating.

3. "Speak with HR" - this final rating should only be assigned to those who you believe should be receiving less than 75% of the bonus amount that is reflective of individual contributions. This will rating will be followed up with a detailed discussion to ensure the performance and expectations are managed effectively.

Please note that there is a comment box for you to add more detail about the reason for your selection. This can be left blank, but adding more detail can be helpful as we grow and business leaders change and/or we consider the promotion of internal team members. Note that your comments will not be shared with your team members but will be added to employee files.

You must rate each employee and press "Okay" when finished to move on to the next and "Done" when all reviews are completed.