ASA Central Network

Hello, 

We are working on revamping our Yearly Performance Review system and are looking for ideas.  This is for internal staff.  Recruiters, Payroll, HR, Compliance etc.  Also - do your companies use one matrix for all positions or position dependent?  We are looking to have a very cut and dry program to keep away from the discretionary increases.

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Nicole



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Hi,

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Jonathan Carroll
Staffing Specialist
Bradley & Parker
Melville NY
(631) 650-4034
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Original Message:
Sent: 11-04-2020 23:57
From: Nicole DiCesare
Subject: Performance Reviews

Hello,

We are working on revamping our Yearly Performance Review system and are looking for ideas.  This is for internal staff.  Recruiters, Payroll, HR, Compliance etc.  Also - do your companies use one matrix for all positions or position dependent?  We are looking to have a very cut and dry program to keep away from the discretionary increases.

------------------------------
Nicole



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Nick:

I have some high-level thoughts for you to consider as you work on your review process:

• You may already be doing this, but in order to really make an annual review meaningful (and not a drive-by event), you should incorporate more frequent coaching sessions (monthly? Bi-monthly?) that focus on more short-term work expectations and results. If your review process is only one time per year, it loses its effectiveness and ends up being more about compensation than performance.
• Speaking of compensation, your annual reviews should really be TWO separate meetings. One addresses performance and the second addresses pay. By separating them, it ensures that that each topic is given the appropriate amount of focus.
• Everyone who is expected to conduct annual performance reviews should be trained and retrained on how to conduct them. In addition, it is important to establish a process and make sure that the process is followed. By doing so, you will be consistent across the board with the reviews, and you will reduce any legal issues that could result if people are treated differently in the review process.
• There should also be a process established for how to handle performance issues as they occur. Poor performance should not be ignored until the annual review. 
• The review process can be a great tool, if used properly, to reinforce the culture of the organization. Adherence to mission, vision and values should be a significant part of the review.

If done properly, reviews can be more than simply feedback on performance and pay. They can help create a strong learning environment within the organization. They can also serve to engage employees at a much higher level.

Best of luck!

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Jay Mattern
CEO
Villing + Company
South Bend IN
(574) 277-0215
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Original Message:
Sent: 11-04-2020 23:57
From: Nicole DiCesare
Subject: Performance Reviews

Hello,

We are working on revamping our Yearly Performance Review system and are looking for ideas.  This is for internal staff.  Recruiters, Payroll, HR, Compliance etc.  Also - do your companies use one matrix for all positions or position dependent?  We are looking to have a very cut and dry program to keep away from the discretionary increases.

------------------------------
Nicole



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