Performance ratings are applied to individual goals and give an overall performance rating for the year.
Ratings
There are 3 different levels as follows:
- below expectations
- meeting expectations
- exceeding expectations
Below expectations
'Below expectations' describes colleagues who:
- are not consistent in their performance
- only meet some of their goals
- need additional coaching and direction
- are able to be a role model for good performance in some elements of their role but not consistently
- are willing to improve and capable to deliver but don't achieve the required results
- could be developing in a new role
Meeting expectations
'Meeting expectations' describes colleagues who:
- are consistent in their performance and meet expectations, and sometimes exceed expectations
- occasionally need direction and coaching to achieve their goals
- are recognised by colleagues as a strong and consistent contributor
- are role models give good performance in terms of results and behaviours, demonstrated in achieving the required results
Exceeding expectations
'Exceeding expectations' describes colleagues who:
- exceed expectations in fulfilling their core goals, demonstrate additional impact with little or no coaching, and deliver consistent performance
- influence others to perform better
- perform at levels readily recognised as outstanding that peers and colleagues aspire to
- are seen as a role model for others
- behave in a way that enhances the performance and behaviours of others
Potential
Potential is rated as 'lateral', 'growth', or 'high' potential:
- lateral - developing in their current role and making lateral internal moves
- growth - interested in and capable of assuming greater responsibilities, possibly making an internal move in the next 3 years
- high - interested in and capable of assuming greater responsibilities, possibly making an internal move in the next 18 months
The line manager and leader jointly review the performance and potential rating at the end of year review, and an overall provisional rating is agreed.
It's important that the employee’s views are considered, but the ultimate decision is the line manager's.