Final performance reviews should be completed for all staff by the end of the month. I would like to refer you to Circular 2011-626.
The process will be as follows:
- Your manager will make an appointment with you during the course of this month.- You will be requested to complete the ‘self-rating’ before the meeting with your line manager and to collect your evidence.
- During the meeting with your line manager, your self-rating will be discussed and he/she will give you his/her impression of your performance and evidence.
- It is important to note that your ratings will be finalized during the consistency meeting, taking into context your performance against that of the rest of the group.
- All reviews should be completed by 26 October, the consistency meeting for APK will be held on 28 October.
According to the circular, the following scale will be used:
| 5 | Excellent | - Exceeds all objectives and standards by constantly delivering exceptional performance. - Functions as a role model setting standards of excellence. - Excellent feedback from both internal and external stakeholders, where relevant, whilst high levels of expertise and initiatives are demonstrated. - Contribute constructively to the team through taking a leadership position. |
| 4.5 | Superior | - Performance in most areas noticeably ahead of expectation. - Skills are highly developed. - Contributes constructively to the team at all times. |
| 4 | Very Good | - Performance in many areas noticeably ahead of expectation. - Skills are highly developed. - Contributes constructively to the team at all times. |
| 3.5 | Achieved more than contracted | - Performs above the required level of competence. |
| 3 | Competent | - Performs at required level of competence. - Has achieved the requirements and standards as agreed to. |
| 2 | Moderate | - Performance in some areas well below expectations. - Remedial action plan to be agreed and implemented for development area(s). - Inconsistent in meeting standards. - Requires supervision to ensure performance. - May not have all the required skills or may not apply skills. - May be unsuitable for the position. |
| 1 | Poor | - Unacceptably poor performance. - Significant underachievement against objectives where the employee performs at a consistently low level. - Poor levels of achievement impact on the team, internal and external clients. |
In order to prepare for your review, have a look at the following articles:
http://www.halogensoftware.com/resources/reference-library/preparing-for-your-appraisal.phpGood luck to all of you!
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