> ## Documentation Index
> Fetch the complete documentation index at: https://docs.ibbe.services/llms.txt
> Use this file to discover all available pages before exploring further.

# performance review cycle

## 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

**Owner:** People and Culture — Director of Talent