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| == Test ==
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| ! style="text-align: center; font-weight:bold;" | Evaluation
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| ! style="text-align: center; font-weight:bold;" | When
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| ! style="text-align: center; font-weight:bold;" | Definition
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| ! style="font-weight:bold;" | Goal(s)
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| ! style="font-weight:bold;" | Process
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| ! style="font-weight:bold;" | Outcome(s)
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| ! style="font-weight:bold;" | Next Steps
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| | Mid-probation Review
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| | Three months after reviewee hire date
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| | 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.
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| | To determine whether employee performance is sufficient to successfully complete probation.To provide relevant feedback and suggestions for improvements according to the Level and Step that he/she was hired.
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| | A self-assessment is completed by the revieweeA corresponding assessment is completed by reviewee's direct manager1-on-1 is held between reviewee and direct manager
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| | Affirmation of reviewee strengthsAreas for reviewee improvementA path toward the successful completion of probation
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| | End of probation review setReviewee: To implement any improvements recommended by the direct manager
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| | Probation Review
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| | Two weeks before the end of the probation period (6 months after reviewee hire date)
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| | 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.
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| | To determine whether employee performance has been sufficient to complete probationTo provide relevant feedback and suggestions for improvement according to the related Level and Step.
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| | Reviewee: Completes self- assessment on Small Improvements and discusses results 1-on-1 with direct managerHR (if requested): Facilitates 1-on-1 and issues any documentation, if necessaryDirect Manager: Completes assessment on Small Improvements and discusses results 1-on-1 with the reviewee.
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| | There are 3 possible outcomes for this Review: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.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.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.
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| | To implement any improvements recommended in the K-POC.
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| | Level & Step Review
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| | Upon request
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| | 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:For Individuals Contributor Path: Level Evaluation criterias and Step Evaluation criteriasFor Management Path: Level Evaluation criterias and Step Evaluation criterias
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| | To assess an employee’s overall performance with respect to individual and team responsibilities, continuous learning and growth, and general conduct.
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| | Reviewee (except those on probation / CAP): Completes self-assessment questionnaire on Small Improvements and discusses results 1-on-1 with direct managerHR (if requested): Facilitates Performance Review and issues formal documentation (if necessary)Direct Manager: Completes a questionnaire with respect to the reviewee's operational performance and discusses results 1-on-1 with reviewee
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| | There are 4 possible outcomes for this Review: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.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.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.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.Observation: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. 2- The employees can only stay 2 years in a row without leveling up - after this period the contract will be terminated.
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| | To implement any improvements recommended in CAP or K-POC.
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| | Peer Review
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| | Upon request
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| | 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.
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| | 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.
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| | Peer Reviewer: Completes questionnaire, feedback on Small Improvements.Direct Manager: Chooses peer reviewer(s) and communicates results during Level & Step Review.
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| | The Peer Review generates insights for best management practices and feedback to be used in the Level & Step Review.
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| | To complete the Level & Step Review.
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| | Strategic Contribution Review
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| | Upon request
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| | 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 Shark Tank.The Strategic Contribution Review is mandatory for employees following the Management Path and optional for the ones following the Individual Contributors Path.
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| | To measure the scope and success of an employee’s contributions to Secure Group’s overall strategic goals and objectives
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| | Reviewee: Prepares and presents a record of strategic contribution and discusses results 1-on-1 with the direct managerDirect Manager & Management Team: evaluates reviewee's strategic contributionsDirect Manager: Discusses results 1-on-1 with the reviewee
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| | Positive Strategic Contribution Review offers a potential biannual one-month salary bonus.Unfavorable Strategic Contribution Review generates no salary bonus and possible CAP.
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| | To implement any improvements recommended in CAP or to start preparing for the next review.
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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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