Performance: Difference between revisions
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*Do not necessarily want or have the right skills to manage people. | *Do not necessarily want or have the right skills to manage people. | ||
* This path growth is focused on the development of technical skills. | * This path of growth is focused on the development of technical skills. | ||
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* Develop the skills for advising and leading people. | * Develop the skills for advising and leading people. | ||
* Managers are also responsible for the teams’ performance evaluations | * Managers are also responsible for the teams’ and divisions' performance evaluations | ||
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* End of probation review set | * End of probation review set | ||
* Reviewee: To implement any improvements | * Reviewee: To implement any recommended improvements | ||
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| style="text-align: center; font-weight:bold;" | Probation Review | | style="text-align: center; font-weight:bold;" | Probation Review | ||
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* To provide relevant feedback and suggestions for improvement according to the related Level and Step. | * To 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 manager | * Reviewee: Completes self- assessment on Small Improvements: KAI Assessment based on the [[KAI]] of the framework and Level & Step Chart based on the employee's path and discusses results 1-on-1 with direct manager | ||
* HR (if requested): Facilitates 1-on-1 and issues any documentation, if necessary | * HR (if requested): Facilitates 1-on-1 and issues any documentation, if necessary | ||
* Direct Manager: Completes assessment on Small Improvements and discusses results 1-on-1 with the reviewee. | * Direct Manager: Completes the same 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: | There are 3 possible outcomes for this Review: | ||
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* The employee exceeds 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 employee exceeds 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. | ||
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* To implement any improvements recommended in the [[K-POC]]. | * To implement any improvements recommended in the [[#K-POC|K-POC]]. | ||
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| style="text-align: center; font-weight:bold;" | Level & Step Review | | style="text-align: center; font-weight:bold;" | Level & Step Review | ||
| style="text-align: center;" | Upon request | | style="text-align: center;" | Upon request | ||
| 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, knowledge and skills advancement and sharing. The | | 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, knowledge and skills advancement and sharing. The criteria of what's going to be evaluated is very well structured and transparent: | ||
* For [[Performance#Individual_Contributors_Path|Individual Contributors Path]] | * For [[Performance#Individual_Contributors_Path|Individual Contributors Path]] | ||
* For [[Performance#Management_Path|Managers Path]] | * For [[Performance#Management_Path|Managers Path]] | ||
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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. | * 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) | * Reviewee (except those on probation / [[Strategy#CAP|CAP]]) completes self- assessment on Small Improvements: KAI Assessment based on the [[KAI]] of the framework and Level & Step Chart based on the employee's path and discusses results 1-on-1 with direct manager | ||
* HR (if requested): Facilitates Performance Review and issues formal documentation (if necessary) | * HR (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 the reviewee | * Direct Manager: Completes a questionnaire with respect to the reviewee's operational performance and discusses results 1-on-1 with the reviewee | ||
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* 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 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. | ||
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* To implement any improvements recommended the [[K-POC]]. | * To implement any improvements recommended the [[#K-POC|K-POC]]. | ||
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| style="text-align: center; font-weight:bold;" | Peer Review | | style="text-align: center; font-weight:bold;" | Peer Review | ||
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* Peer Reviewer: Completes questionnaire, feedback on Small Improvements. | * Peer Reviewer: Completes questionnaire, feedback on Small Improvements. | ||
* Direct Manager: Chooses peer reviewer(s) and communicates results during Level & Step Review. | * Direct Manager: Chooses peer reviewer(s) and communicates results during Level & Step Review. | ||
| The Peer Review generates insights for best management practices and feedback to be used in the Level & Step Review. | | | ||
| To complete the Level & Step Review | * 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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<div class="center"> | |||
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== Performance Evaluation Framework Visualization == | |||
[[File:Perf. | <br/> | ||
[[File:Perf. Eval1.jpg]] | |||
<div class="center"> | |||
= K-POC = | = K-POC = | ||
<div class="box-content"> | <div class="box-content"> | ||
<html> | <html> | ||
<iframe src="//www.slideshare.net/slideshow/embed_code/key/bJjQiautD73ggd" width="595" height="485" frameborder="0" marginwidth="0" marginheight="0" scrolling="no" style="border:1px solid #CCC; border-width:1px; margin-bottom:5px; max-width: 100%;" allowfullscreen> </iframe> <div style="margin-bottom:5px"> <strong> <a href="//www.slideshare.net/securegroup/kpoc-227849686" title="K-POC" target="_blank">K-POC</a> </strong> from <strong><a href="https://www.slideshare.net/securegroup" target="_blank">Secure Group</a></strong> </div></div> | <iframe src="//www.slideshare.net/slideshow/embed_code/key/bJjQiautD73ggd" width="595" height="485" frameborder="0" marginwidth="0" marginheight="0" scrolling="no" style="border:1px solid #CCC; border-width:1px; margin-bottom:5px; max-width: 100%;" allowfullscreen> </iframe> <div style="margin-bottom:5px"> <strong> <a href="//www.slideshare.net/securegroup/kpoc-227849686" title="K-POC" target="_blank">K-POC</a> </strong> from <strong><a href="https://www.slideshare.net/securegroup" target="_blank">Secure Group</a></strong> </div></div> | ||
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</div> | </div> | ||
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= Management Model Golden Rules = | = Management Model Golden Rules = | ||
Our Management Model has some Golden Rules to ensure high-performance of our people. You can check them all [[Golden Rules|HERE]] | |||
Latest revision as of 15:30, 30 July 2021
Providing a concrete and clear development path that leads to a secure and trustworthy environment where innovation can thrive.
We want our employees to:
- Be productive (to deliver value quickly)
- Be autonomous (to drive outcomes)
- Be inspired and motivated (to create and thrive)
- Be psychologically safe (to experiment and fail without feeling vulnerable)
- Be constantly growing (to achieve mastery)
That's why, we decided to create a development path that would align with our culture, would work for employees from diverse backgrounds, at all levels of experience, and in many different (some unique) roles.
Because we are an IT knowledge-driven company, the brain of our employees is our biggest asset. To maintain our High-Performance Culture we take decisive steps not to recruit or retain employees with average performance.
We believe: The incredible performance of the right people deserves unlimited opportunities to grow.
Paths
We designed two growth paths you can follow:
Individual Contributors Path | Management Path |
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By default, all employees are hired as Individual Contributors unless specified otherwise. Whenever one employee reaches Level 3, he/she can show interest in following the Management Path. Whatever path you choose, you have a clear direction for development, career growth, and monetary success.
Performance Evaluation
Evaluations are done on-demand. If you feel you are ready to Level Up or Step Up, you can request a Level & Step Review from your manager at any time you want. After the evaluation is completed, both the employee and manager will create a K-POC in our system. 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 so once you complete your K-POC, you can request another review.
Performance Evaluation Framework
Evaluation | When | Definition | Goal(s) | Process | Outcome(s) | Next Steps |
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Mid-probation Review | Three months after reviewee hire date | 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 according to his/her hiring Level. |
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Probation Review | Two weeks before the end of the probation period (6 months after reviewee hire date) | The Probation Review verifies a new employee’s performance at the end of probation according to the Level he/she was hired – 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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There are 3 possible outcomes for this Review:
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Level & Step Review | Upon request | 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, knowledge and skills advancement and sharing. The criteria of what's going to be evaluated is very well structured and transparent: |
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There are 3 possible outcomes for this Review:
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Peer Review | Upon request | 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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Management Model Golden Rules
Our Management Model has some Golden Rules to ensure high-performance of our people. You can check them all HERE