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| == Test ==
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| <div class="table-wrap"><table class="wrapped confluenceTable"><colgroup><col/><col/><col/><col/><col/><col/><col/></colgroup><tbody><tr><th style="text-align: center;" colspan="7" talk-marker="1" talk-page-id="145690719" talk-page-version="89" class="confluenceTh">Performance Evaluation Framework</th></tr><tr><th style="text-align: center;" rowspan="1" talk-marker="2" talk-page-id="145690719" talk-page-version="89" class="confluenceTh"><strong>Evaluation</strong></th><th style="text-align: center;" talk-marker="3" talk-page-id="145690719" talk-page-version="89" class="confluenceTh"><strong>When</strong></th><th style="text-align: center;" talk-marker="4" talk-page-id="145690719" talk-page-version="89" class="confluenceTh"><strong>Definition</strong></th><th style="text-align: center;" talk-marker="5" talk-page-id="145690719" talk-page-version="89" class="confluenceTh"><strong>Goal(s)</strong></th><th style="text-align: center;" talk-marker="6" talk-page-id="145690719" talk-page-version="89" class="confluenceTh"><strong>Process</strong></th><th style="text-align: center;" talk-marker="7" talk-page-id="145690719" talk-page-version="89" class="confluenceTh"><strong>Outcome(s)</strong></th><th style="text-align: center;" talk-marker="8" talk-page-id="145690719" talk-page-version="89" class="confluenceTh"><strong>Next Steps</strong></th></tr><tr><th style="text-align: center;" talk-marker="9" talk-page-id="145690719" talk-page-version="89" class="confluenceTh">Mid-probation Review</th><td talk-marker="10" talk-page-id="145690719" talk-page-version="89" class="confluenceTd">Three months after reviewee hire date</td><td talk-marker="11" talk-page-id="145690719" talk-page-version="89" class="confluenceTd">The Mid-probation Review verifies a new employee’s performance at the mid-probation point – confirming achievements and determining areas of improvement and possible additional coaching. By providing relevant feedback and suggestions at the 3-month mark, the new employee is equipped with the direction to successfully complete the probation period.</td><td talk-marker="12" talk-page-id="145690719" talk-page-version="89" class="confluenceTd"><ul><li><span talk-marker="13" talk-page-id="145690719" talk-page-version="89">To determine whether employee performance is sufficient to successfully complete probation.</span></li><li><span talk-marker="14" talk-page-id="145690719" talk-page-version="89">To provide relevant feedback and suggestions for improvements according to the Level and Step that he/she was hired.</span></li></ul></td><td talk-marker="15" talk-page-id="145690719" talk-page-version="89" class="confluenceTd"><ul><li><span talk-marker="16" talk-page-id="145690719" talk-page-version="89">A self-assessment is completed by the reviewee</span></li><li><span talk-marker="17" talk-page-id="145690719" talk-page-version="89">A corresponding assessment is completed by reviewee's direct manager</span></li><li><span talk-marker="18" talk-page-id="145690719" talk-page-version="89">1-on-1 is held between reviewee and direct manager</span></li></ul></td><td talk-marker="19" talk-page-id="145690719" talk-page-version="89" class="confluenceTd"><ul><li><span talk-marker="20" talk-page-id="145690719" talk-page-version="89">Affirmation of reviewee strengths</span></li><li><span talk-marker="21" talk-page-id="145690719" talk-page-version="89">Areas for reviewee improvement</span></li><li><span talk-marker="22" talk-page-id="145690719" talk-page-version="89">A path toward the successful completion of probation</span></li></ul></td><td talk-marker="23" talk-page-id="145690719" talk-page-version="89" class="confluenceTd"><ul><li><span talk-marker="24" talk-page-id="145690719" talk-page-version="89">End of probation review set</span></li><li><span talk-marker="25" talk-page-id="145690719" talk-page-version="89">Reviewee: To implement any improvements recommended by the direct manager</span></li></ul></td></tr><tr><th style="text-align: center;" talk-marker="26" talk-page-id="145690719" talk-page-version="89" class="confluenceTh">Probation Review</th><td talk-marker="27" talk-page-id="145690719" talk-page-version="89" class="confluenceTd">Two weeks before the end of the probation period (6 months after reviewee hire date)</td><td talk-marker="28" talk-page-id="145690719" talk-page-version="89" class="confluenceTd">The Probation Review verifies a new employee’s performance at the end of probation – confirming achievements and determining areas of improvement and possible additional coaching. By providing relevant feedback and suggestions at the 6-month mark, the new employee is equipped with the tools to advance and share knowledge and skills, and the direction to successfully contribute to Secure Group's strategic goals and objectives.</td><td talk-marker="29" talk-page-id="145690719" talk-page-version="89" class="confluenceTd"><ul><li><span talk-marker="30" talk-page-id="145690719" talk-page-version="89">To determine whether employee performance has been sufficient to complete probation</span></li><li><span talk-marker="31" talk-page-id="145690719" talk-page-version="89">To provide relevant feedback and suggestions for improvement according to the related Level and Step.</span></li></ul></td><td talk-marker="32" talk-page-id="145690719" talk-page-version="89" class="confluenceTd"><ul><li><span talk-marker="33" talk-page-id="145690719" talk-page-version="89">Reviewee: Completes self- assessment on Small Improvements and discusses results 1-on-1 with direct manager</span></li><li><span talk-marker="34" talk-page-id="145690719" talk-page-version="89">HR (if requested): Facilitates 1-on-1 and issues any documentation, if necessary</span></li><li><span talk-marker="35" talk-page-id="145690719" talk-page-version="89">Direct Manager: Completes assessment on Small Improvements and discusses results 1-on-1 with the reviewee.</span></li></ul></td><td talk-marker="36" talk-page-id="145690719" talk-page-version="89" class="confluenceTd"><p talk-marker="37" talk-page-id="145690719" talk-page-version="89">There are 3 possible outcomes for this Review:</p><ul><li><span talk-marker="38" talk-page-id="145690719" talk-page-version="89">The employee is adherent to the Level & Step that he was initially hired and in this case, the employee enters the regular flow for the next evaluations. One action plan called KPOC will be created in order to clarify the specific aspects that need to be improved for the employee to reach the next Level.</span></li><li><span talk-marker="39" talk-page-id="145690719" talk-page-version="89">The employee doesn't meet the expectations of the Level & Step that he was initially hired. In these cases, most likely, we will not continue the employment contract.</span></li><li><span talk-marker="40" talk-page-id="145690719" talk-page-version="89">The employee succeeds in meeting the expectations from the Level & Step he/she was hired. In this case, a new level and step will be assigned and the salary will be adjusted accordingly. The KPOC is also created in this case, to clarify the specific aspects that need to be improved for the employee to reach the next Level.</span></li></ul></td><td talk-marker="41" talk-page-id="145690719" talk-page-version="89" class="confluenceTd">To implement any improvements recommended in the K-POC.</td></tr><tr><th style="text-align: center;" talk-marker="42" talk-page-id="145690719" talk-page-version="89" class="confluenceTh">Level & Step Review</th><td talk-marker="43" talk-page-id="145690719" talk-page-version="89" class="confluenceTd">Upon request</td><td talk-marker="44" talk-page-id="145690719" talk-page-version="89" class="confluenceTd">The Level & Step Review is an assessment that gauges an employee's performance as it relates to the execution of tasks, project roles and responsibilities, adherence to Secure Group's Culture Code and knowledge and skills advancement and sharing. The criterias of what's going to be evaluated is very well structured and transparent:<ul><li><span talk-marker="45" talk-page-id="145690719" talk-page-version="89">For Individuals Contributor Path:<span> </span><a href="https://lab.securegroup.com/wiki/Career_Paths#ICs_Job_Level_Chart" class="external-link" rel="nofollow">Level Evaluation criterias</a><span> </span>and<span> </span><a href="https://lab.securegroup.com/wiki/Career_Paths#ICs_Job_Step_Chart" class="external-link" rel="nofollow">Step Evaluation criterias</a></span></li><li><span talk-marker="46" talk-page-id="145690719" talk-page-version="89">For Management Path:<span> </span><a href="https://lab.securegroup.com/wiki/Career_Paths#Management_Job_Level_Chart" class="external-link" rel="nofollow">Level Evaluation criterias</a><span> </span>and<span> </span><a href="https://lab.securegroup.com/wiki/Career_Paths#Management_Job_Step_Chart" class="external-link" rel="nofollow">Step Evaluation criterias</a></span></li></ul></td><td talk-marker="47" talk-page-id="145690719" talk-page-version="89" class="confluenceTd">To assess an employee’s overall performance with respect to individual and team responsibilities, continuous learning and growth, and general conduct.</td><td talk-marker="48" talk-page-id="145690719" talk-page-version="89" class="confluenceTd"><ul><li><span talk-marker="49" talk-page-id="145690719" talk-page-version="89">Reviewee (except those on probation / CAP): Completes self-assessment questionnaire on Small Improvements and discusses results 1-on-1 with direct manager</span></li><li><span talk-marker="50" talk-page-id="145690719" talk-page-version="89">HR (if requested): Facilitates Performance Review and issues formal documentation (if necessary)</span></li><li><span talk-marker="51" talk-page-id="145690719" talk-page-version="89">Direct Manager: Completes a questionnaire with respect to the reviewee's operational performance and discusses results 1-on-1 with reviewee.</span></li></ul></td><td talk-marker="52" talk-page-id="145690719" talk-page-version="89" class="confluenceTd">There are 4 possible outcomes for this Review:<ul><li><span talk-marker="53" talk-page-id="145690719" talk-page-version="89">The employee doesn't adhere to our Culture Code. In this case, disregarding the performance, the employee will receive an action plan called CAP clarifying which behaviors/attitudes need to be changed. If the CAP is positive, the employee goes back to the regular Performance Evaluation flow. If the CAP is negative, the contract is terminated.</span></li><li><span talk-marker="54" talk-page-id="145690719" talk-page-version="89">The employee doesn't perform accordingly with the Level & Step that he/she is assigned in terms of skill inadequacy, roles, and responsibilities. In these cases, a K-POC is created with the employee in order for him/her to be responsible for making the determined changes until the next evaluation.</span></li><li><span talk-marker="55" talk-page-id="145690719" talk-page-version="89">The employee meets the expectations of his/her current Level. A new Step may be assigned and the employee re-enters the regular flow for the next evaluations. One action plan called K-POC will be created in order to clarify the specific aspects that need to be improved.</span></li><li><span talk-marker="56" talk-page-id="145690719" talk-page-version="89">The employee succeeds in meeting the expectations from the Level & Step he/she is placed. In this case, a new level and step will be assigned and the salary will be adjusted accordingly. The K-POC is also created in this case, to clarify the specific aspects that need to be improved for the employee to reach the next Level.</span></li></ul><p talk-marker="57" talk-page-id="145690719" talk-page-version="89"><strong>Observation</strong>:<br talk-br="1"/>1- After one year working for Secure Group, the employee needs to reach a Level 3. If this doesn't happen, most likely the contract will be terminated.<span> </span><br talk-br="2"/>2- The employees can only stay 2 years in a row without leveling up - after this period the contract will be terminated.</p></td><td talk-marker="58" talk-page-id="145690719" talk-page-version="89" class="confluenceTd">To implement any improvements recommended in CAP or K-POC.</td></tr><tr><th style="text-align: center;" talk-marker="59" talk-page-id="145690719" talk-page-version="89" class="confluenceTh">Peer Review</th><td talk-marker="60" talk-page-id="145690719" talk-page-version="89" class="confluenceTd">Upon request</td><td talk-marker="61" talk-page-id="145690719" talk-page-version="89" class="confluenceTd">It's an additional Review for the individuals following the Management Path. The assessment is completed by the manager's colleagues (Level 3 and UP), presenting an employee with constructive feedback regarding strengths, weaknesses, and areas for improvement. Carried out, along with the Level & Step Review for the Management Path, the Peer Review sheds additional insight into employee performance and paints a broader picture of the managers'development.</td><td talk-marker="62" talk-page-id="145690719" talk-page-version="89" class="confluenceTd">To provide an additional layer of insight into employee performance, as well as a broader overall picture to be evaluated in the Level & Step Review.</td><td talk-marker="63" talk-page-id="145690719" talk-page-version="89" class="confluenceTd"><ul><li><span talk-marker="64" talk-page-id="145690719" talk-page-version="89">Peer Reviewer: Completes questionnaire, feedback on Small Improvements.</span></li><li><span talk-marker="65" talk-page-id="145690719" talk-page-version="89">Direct Manager: Chooses peer reviewer(s) and communicates results during Level & Step Review.</span></li></ul></td><td talk-marker="66" talk-page-id="145690719" talk-page-version="89" class="confluenceTd">The Peer Review generates insights for best management practices and feedback to be used in the Level & Step Review.</td><td talk-marker="67" talk-page-id="145690719" talk-page-version="89" class="confluenceTd">To complete the Level & Step Review.</td></tr><tr><th style="text-align: center;" talk-marker="68" talk-page-id="145690719" talk-page-version="89" class="confluenceTh">Strategic Contribution Review</th><td talk-marker="69" talk-page-id="145690719" talk-page-version="89" class="confluenceTd">Upon request</td><td talk-marker="70" talk-page-id="145690719" talk-page-version="89" class="confluenceTd">Analysis of an employee's contributions to Secure Group's strategic goals and objectives. The Strategic Contribution Review examines an employee's strategic initiatives, contributions with respect to company financial and operational measures, and task and project milestones. The format of this review is similar to<span> </span><em>Shark Tank</em>.<p talk-marker="71" talk-page-id="145690719" talk-page-version="89">The Strategic Contribution Review is mandatory for employees following the Management Path and optional for the ones following the Individual Contributors Path.</p></td><td talk-marker="72" talk-page-id="145690719" talk-page-version="89" class="confluenceTd"><ul><li><span talk-marker="73" talk-page-id="145690719" talk-page-version="89">To measure the scope and success of an employee’s contributions to Secure Group’s overall strategic goals and objectives</span></li></ul></td><td talk-marker="74" talk-page-id="145690719" talk-page-version="89" class="confluenceTd"><ul><li><span talk-marker="75" talk-page-id="145690719" talk-page-version="89">Reviewee: Prepares and presents a record of strategic contribution and discusses results 1-on-1 with the direct manager</span></li><li><span talk-marker="76" talk-page-id="145690719" talk-page-version="89">Direct Manager & Management Team: evaluates reviewee's strategic contributions</span></li><li><span talk-marker="77" talk-page-id="145690719" talk-page-version="89">Direct Manager: Discusses results 1-on-1 with the reviewee</span></li></ul></td><td talk-marker="78" talk-page-id="145690719" talk-page-version="89" class="confluenceTd"><ul><li><span talk-marker="79" talk-page-id="145690719" talk-page-version="89">Positive Strategic Contribution Review offers a potential biannual one-month salary bonus.</span></li><li><span talk-marker="80" talk-page-id="145690719" talk-page-version="89">Unfavorable Strategic Contribution Review generates no salary bonus and possible CAP.</span></li></ul></td><td talk-marker="81" talk-page-id="145690719" talk-page-version="89" class="confluenceTd">To implement any improvements recommended in CAP or to start preparing for the next review.</td></tr><tr><th style="text-align: center;" talk-marker="82" talk-page-id="145690719" talk-page-version="89" class="confluenceTh">Knowledge & Personal Objective Cycle (K-POC)</th><td talk-marker="83" talk-page-id="145690719" talk-page-version="89" class="confluenceTd">Every time one review cycle is finished.</td><td talk-marker="84" talk-page-id="145690719" talk-page-version="89" class="confluenceTd">The Knowledge and Personal Objective Cycle (K-POC) establishes the objectives by which knowledge and skills advancement and employee growth at Secure Group are measured. It also paves the way for those objectives to be met. Factors of the K-POC include:<ul><li><span talk-marker="85" talk-page-id="145690719" talk-page-version="89">Employee's Knowledge Accountability Index (KAI)</span></li><li><span talk-marker="86" talk-page-id="145690719" talk-page-version="89">Personal objectives and career ambitions</span></li></ul><p talk-marker="87" talk-page-id="145690719" talk-page-version="89">It can be defined as the Action Plan for the next career move.</p></td><td talk-marker="88" talk-page-id="145690719" talk-page-version="89" class="confluenceTd">To establish an avenue for knowledge and skills advancement and measurement.</td><td talk-marker="89" talk-page-id="145690719" talk-page-version="89" class="confluenceTd"><ul><li><span talk-marker="90" talk-page-id="145690719" talk-page-version="89">Employee: attends 1-on-1 with direct manager and sets personal objectives on Small Improvements</span></li><li><span talk-marker="91" talk-page-id="145690719" talk-page-version="89">Direct Manager: holds 1-on-1 with the employee, checks employee progress as necessary and validates employee progress in the Level & Step Review.</span></li></ul></td><td talk-marker="92" talk-page-id="145690719" talk-page-version="89" class="confluenceTd"><ul><li><span talk-marker="93" talk-page-id="145690719" talk-page-version="89">If KPOC is met: potential change of Level & Steps</span></li><li><span talk-marker="94" talk-page-id="145690719" talk-page-version="89">If KPOC is not met: the employee starts the CAP</span></li></ul></td><td talk-marker="95" talk-page-id="145690719" talk-page-version="89" class="confluenceTd">New KPOC according to new assigned Level and Step or if the outcome was negative, a CAP is defined.</td></tr><tr><th style="text-align: center;" talk-marker="96" talk-page-id="145690719" talk-page-version="89" class="confluenceTh">Corrective Action Plan (CAP)</th><td talk-marker="97" talk-page-id="145690719" talk-page-version="89" class="confluenceTd">Every time one review is finished and it's settled that the employee has showed non-compliance or conduct</td><td talk-marker="98" talk-page-id="145690719" talk-page-version="89" class="confluenceTd">A CAP is issued when an employee has over time demonstrated:<ul><li><span talk-marker="99" talk-page-id="145690719" talk-page-version="89">Non-compliance with Secure Group internal policies.</span></li><li><span talk-marker="100" talk-page-id="145690719" talk-page-version="89">No adherence to the Culture Code</span></li><li><span talk-marker="101" talk-page-id="145690719" talk-page-version="89">Other actions, attitudes, and/or behavior deemed in contrast with Secure Group Culture Code.</span></li></ul></td><td talk-marker="102" talk-page-id="145690719" talk-page-version="89" class="confluenceTd">To address issues of employee non-compliance or conduct.</td><td talk-marker="103" talk-page-id="145690719" talk-page-version="89" class="confluenceTd"><ul><li><span talk-marker="104" talk-page-id="145690719" talk-page-version="89">Reviewee: Attends 1-on-1; discusses issue(s) in question with direct manager and receives the CAP.</span></li><li><span talk-marker="105" talk-page-id="145690719" talk-page-version="89">HR: is present at 1-on-1 to affirm issue(s) in question (if needed).</span></li></ul></td><td talk-marker="106" talk-page-id="145690719" talk-page-version="89" class="confluenceTd"><ul><li><span talk-marker="107" talk-page-id="145690719" talk-page-version="89">Positive outcome (reviewee has met objectives after approved CAP): Cap is lifted.</span></li><li><span talk-marker="108" talk-page-id="145690719" talk-page-version="89">Negative outcome (reviewee has failed to meet approved CAP objectives): Escalation to HR and contract termination.</span></li></ul></td><td talk-marker="109" talk-page-id="145690719" talk-page-version="89" class="confluenceTd"><ul><li><span talk-marker="110" talk-page-id="145690719" talk-page-version="89">Reviewee: implements objectives and attends second 1-on-1 with the direct manager within 30 days.</span></li></ul></td></tr></tbody></table></div>
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| </div>
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| == OK ==
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| Our employees are evaluated through our Level and Step Review.
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| These evaluations are done on-demand. If you feel you are ready to Level Up or Step Up, you can request a review from your manager at any time you want.</br>
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| After the evaluation is completed, both the employee and manager will create a [[K-POC]] in our system.</br>
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| K-POC stands for Knowledge and Personal Objective Cycle and it explains the improvements you need to make before the next evaluation. The K-POC does not have an explicit timeline but in order to be able to request a new Level & Step Review, the objectives from the previous K-POC have to be completed.
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| = Individual Contributors Performance Evaluation Framework Visualization =
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| [[File:Performance_Evaluation_Framework_IC.png|1200px]]
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| = Managers Performance Evaluation Framework Visualization =
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| [[File:Performance_Evaluation_Framework_Mgt.png|1200px]]
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