Level & Step Review

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Performance Evaluation Framework
Evaluation	When	Definition	Goal(s)	Process	Outcome(s)	Next Steps
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.	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.	A self-assessment is completed by the reviewee A corresponding assessment is completed by reviewee's direct manager 1-on-1 is held between reviewee and direct manager	Affirmation of reviewee strengths Areas for reviewee improvement A path toward the successful completion of probation	End of probation review set Reviewee: To implement any improvements recommended by the direct manager
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 – 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.	To determine whether employee performance has been sufficient to complete probation To provide relevant feedback and suggestions for improvement according to the related Level and Step.	Reviewee: Completes self- assessment on Small Improvements and discusses results 1-on-1 with direct manager 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.	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.	To implement any improvements recommended in the K-POC.
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, 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: <a href="https://lab.securegroup.com/wiki/Career_Paths#ICs_Job_Level_Chart" class="external-link" rel="nofollow">Level Evaluation criterias</a> and <a href="https://lab.securegroup.com/wiki/Career_Paths#ICs_Job_Step_Chart" class="external-link" rel="nofollow">Step Evaluation criterias</a> For Management Path: <a href="https://lab.securegroup.com/wiki/Career_Paths#Management_Job_Level_Chart" class="external-link" rel="nofollow">Level Evaluation criterias</a> and <a href="https://lab.securegroup.com/wiki/Career_Paths#Management_Job_Step_Chart" class="external-link" rel="nofollow">Step Evaluation criterias</a>	To assess an employee’s overall performance with respect to individual and team responsibilities, continuous learning and growth, and general conduct.	Reviewee (except those on probation / CAP): Completes self-assessment questionnaire on Small Improvements and discusses results 1-on-1 with direct manager 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 reviewee.	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.	To implement any improvements recommended in CAP or K-POC.
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.	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.	Peer Reviewer: Completes questionnaire, feedback on Small Improvements. 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.
Strategic Contribution Review	Upon request	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.	To measure the scope and success of an employee’s contributions to Secure Group’s overall strategic goals and objectives	Reviewee: Prepares and presents a record of strategic contribution and discusses results 1-on-1 with the direct manager Direct Manager & Management Team: evaluates reviewee's strategic contributions Direct Manager: Discusses results 1-on-1 with the reviewee	Positive Strategic Contribution Review offers a potential biannual one-month salary bonus. Unfavorable Strategic Contribution Review generates no salary bonus and possible CAP.	To implement any improvements recommended in CAP or to start preparing for the next review.
Knowledge & Personal Objective Cycle (K-POC)	Every time one review cycle is finished.	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: Employee's Knowledge Accountability Index (KAI) Personal objectives and career ambitions It can be defined as the Action Plan for the next career move.	To establish an avenue for knowledge and skills advancement and measurement.	Employee: attends 1-on-1 with direct manager and sets personal objectives on Small Improvements Direct Manager: holds 1-on-1 with the employee, checks employee progress as necessary and validates employee progress in the Level & Step Review.	If KPOC is met: potential change of Level & Steps If KPOC is not met: the employee starts the CAP	New KPOC according to new assigned Level and Step or if the outcome was negative, a CAP is defined.
Corrective Action Plan (CAP)	Every time one review is finished and it's settled that the employee has showed non-compliance or conduct	A CAP is issued when an employee has over time demonstrated: Non-compliance with Secure Group internal policies. No adherence to the Culture Code Other actions, attitudes, and/or behavior deemed in contrast with Secure Group Culture Code.	To address issues of employee non-compliance or conduct.	Reviewee: Attends 1-on-1; discusses issue(s) in question with direct manager and receives the CAP. HR: is present at 1-on-1 to affirm issue(s) in question (if needed).	Positive outcome (reviewee has met objectives after approved CAP): Cap is lifted. Negative outcome (reviewee has failed to meet approved CAP objectives): Escalation to HR and contract termination.	Reviewee: implements objectives and attends second 1-on-1 with the direct manager within 30 days.

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Our employees are evaluated through our Level and Step Review. 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.
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 but in order to be able to request a new Level & Step Review, the objectives from the previous K-POC have to be completed.

Individual Contributors Performance Evaluation Framework Visualization

Managers Performance Evaluation Framework Visualization