Purpose
This process serves to implement the company’s annual performance review and evaluation process. For the purposes of this procedure, all employees who meet the eligibility requirements for the review cycle will be included.
 

Process

Week 1

Human Resources distributes to managers and supervisors with direct reports the list of employees eligible for review. Each eligible employee will receive performance review forms (or instructions on how to access performance reviews online) and timeline.

Weeks 1-2

Employees complete self-evaluations and forward them to supervisors.

Weeks 3-4

Managers complete their portion of employee evaluation forms. Managers must review ratings to ensure they are fair and consistent in their evaluations and forward to the department head for review.

Week 5

Each department head reviews evaluations. Any questions should be addressed with the manager prior to approval. Department heads then forward evaluations to Human Resources for the final audit. Any ratings that are outside of normal company parameters should be addressed in a department head report provided to HR with evaluations.

Weeks 6-7

Human Resources reviews all submitted materials from department heads, conducts a gap analysis to ensure that all employees have been accounted for and reviews the distribution of performance ratings provided in the review process. Human Resources requests supporting information for reviews that fall outside of normal company parameters when such reviews are not explained in the department heads’ reports.

Weeks 8-9

Managers meet with employees to discuss performance reviews. Upon completion of the performance meeting, employee may add any additional comments to the performance evaluation. Employee and supervisor sign the evaluation form. A copy of the form is provided to the employee for his or her records and the original is sent to Human Resources for filing. Any performance evaluations with an overall rating below average will trigger a performance improvement plan (PIP). All PIPs must be in place within two weeks of the completion of the performance cycle.

Source: SHRM

 

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