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Performance Review Policy Paper

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Performance Review Policy At C&A, all employees will be evaluated semi-annually. At this point, C&A will utilize the Management by Objectives to evaluate all employees of the company. As a start-up, it is imperative the core group of individuals come together to establish S.M.A.R.T. goals for each position, department and eventually, individual employees. Each department, and employee, will propose five to ten goals they would like to complete and the CEO and/or COO will determine if the goals are in line with the company’s overall objectives. Then together, they will come up with measureable ways to meet the established goals. The CEO and/or COO will conduct a periodic review (monthly to start, then quarterly) to determine if the goals agreed upon are being met, identify any problems and intervene with corrective action as needed. Once the goals are established, each department, and/or employee, will be evaluated on the results achieved. Performance is evaluated on results, customer value, continuous process improvement, personal growth, and job description duties using the scale below: Outstanding Commendable Satisfactory Needs Improvement Unsatisfactory Upon completion, performance appraisals will be reviewed by Human Resources and by the Executive Team to …show more content…

They will discuss the areas of concern with the employee and identify the gaps to attempt to rectify the situation. A written warning will be issued at this point that will include the details of the review, the standard of performance expected, any additional training the employee is to be enrolled in, and the consequences if you should not meet the specified improvements. This informal review and warning will remain for 12 months with periodic reviews. If the situation and performance is not corrected a formal counseling will take

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With that being said, I believe that both good and bad behaviours are identified and praised or disciplined as required. To simply complete a review once a year is not acceptable as too much time may have to passed to effectively manage a problem and commendable actions may be forgotten. It may be possible that the employee needs assistance in achieving the expectations of the corporation and performance management would be an essential communication tool to garner such open discussion in a safe environment. Also the ability to identify targets and implement an action plan which can improve motivation. Our performance management system is effective and also includes a section "as your manager, what can I do better?"

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In turn, this will help your professional and personal development as a CEO. We are hopeful that this evaluation process will bring clarity regarding the performance expectations required of your position and will help identify areas of strengths and weaknesses in which further development may be required. This process will also allow us to provide you with feedback regarding your performance, which will aid in protecting you from any related risks that are associated with the job and will allow us to determine if you are the right National CEO for our organization. Included in this process, we will be attaching our organization’s mission statement and strategic plan. This will help ensure that both of us, collectively as a board and you, are in agreement on the direction of this

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