Every corporate HR department has a policy on the ability of the employee to appeal their review. They are usually invoked when the manager and the employee have not met enough during the review period so the rating becomes obvious to the employee. If there are no performance discussions during the review period, the employee… Continue Reading
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Performance Reviews Require Calibration
In the end, if we all make our goals and are extremely competent, we won’t get the same ratings. No group can be “Outstanding” down the line. We must go through “calibration.” Calibration consists of two separate, but equal challenges. First, each manager must rank each person from top to bottom in their group. Second,… Continue Reading
Competencies and the Performance Review
In many companies, goals are not the only ingredient of a performance review. Indeed, what is called “competency” can be the deciding reason in a performance review rating. Competencies address the job, teamwork, and business skills of the employee. Rather than a goal that needs achievement, a competency is a rating about how well the… Continue Reading
Goals to Performance Review: Getting the rating
If your company practices SMART Goal setting – Specific, Measurable, Achievable, Relevant, Time-bound – then achieving your goals should directly lead to a performance review rating. The trick is to define the goal to a rating for the goal on the performance review. If you have a rating system of 1-5 where “1” is horrible… Continue Reading
