Purpose
To provide a structured, recurring process for assessing employee performance, giving feedback, and aligning individual goals with company objectives.Review Frequency
| Review Type | Frequency | Who Conducts It |
|---|---|---|
| Informal Check-in | Monthly | Direct Manager |
| Formal Mid-Year Review | June | Director |
| Annual Review | December | Director + Group Partner |
| Probation Review | End of probation | Direct Manager + Director |
Annual Review Process
Step 1 — Self Assessment (Employee)
Employee completes a written self-assessment covering:- Key achievements and contributions this year
- Areas they want to improve
- Goals for the next year
- Support needed from the company
Step 2 — Manager Assessment (Direct Manager)
Direct Manager completes an independent assessment covering:- Work quality and output
- Ownership and initiative
- Collaboration and communication
- Alignment with company values
- Recommended rating
Step 3 — 360 Feedback (Peers & Cross-functional)
- 3-5 colleagues from within and outside the division provide structured feedback
- Covers: collaboration, communication, reliability, and attitude
- Submitted anonymously through the internal dashboard
Step 4 — Review Meeting
- Direct Manager and employee meet to discuss assessments
- Rating agreed upon
- Goals for next year set together
- Signed off by Director
Step 5 — Group Partner Sign-off
- Group Partner reviews all ratings in their division
- Approves or adjusts ratings with written reasoning
- Final ratings submitted to People and Culture by December 20
Performance Ratings
| Rating | Description |
|---|---|
| Exceptional | Significantly exceeded all expectations, delivered beyond scope |
| Exceeds Expectations | Consistently delivered above what was required |
| Meets Expectations | Delivered on all responsibilities as defined in the role |
| Below Expectations | Did not meet core responsibilities in key areas |
| Unsatisfactory | Consistent underperformance — triggers Disciplinary Process |
What Performance Reviews Feed Into
- Annual bonus calculation (Treasury)
- Promotion decisions (People and Culture)
- Compensation band adjustments (Treasury)
- Disciplinary process trigger if rating is Unsatisfactory