Performance Appraisal Process

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Questions and Answers

What is the primary responsibility of the employee in the performance appraisal process?

Reviewing the N+1's performance score

Providing written justification for self-assessed performance (correct)

Conducting the performance appraisal meeting

Scheduling a meeting with the N+2

Who is responsible for reviewing the employee's self-assessment before the performance review meeting?

The N+2

HR department

The N+1 (correct)

The employee

When should the employee schedule a performance appraisal meeting with their N+1?

Within the last week of the previous quarter

Within the first week of the new quarter (correct)

At least 2 weeks before the end of the quarter

Within the second week of the new quarter

What is the N+1's responsibility if they cannot conduct the performance appraisal meeting within the first week of the new quarter?

Make a specific arrangement with the employee that will not penalize or disadvantage them Signup and view all the answers

What should the N+1 provide when the performance score given is different from the employee's self-assessed performance score?

Written justification with examples and evidence Signup and view all the answers

By when should the N+1 submit the employee's completed performance appraisal to their N+2?

Before the close of the 2nd week of the new quarter Signup and view all the answers

What is the duration of each performance management cycle?

Three months Signup and view all the answers

What happens if an employee's onboarding program is concluded mid-cycle?

The employee's objectives will apply from the next cycle Signup and view all the answers

How often are the performance and objectives reviewed and agreed upon?

Quarterly Signup and view all the answers

What is the purpose of the self-assessment in the performance appraisal process?

To provide a written justification for the employee's self-assessed score Signup and view all the answers

What is the final score in the performance appraisal process?

The N+1's assessment score Signup and view all the answers

What is the timeline for sharing the self-assessment with the N+1?

At least 2 days before the performance appraisal meeting Signup and view all the answers

What is the purpose of the quarterly performance appraisal cycle?

To evaluate employee performance quarterly Signup and view all the answers

What is reviewed during the first two weeks of the new quarter?

The past quarter's performance and next quarter's objectives Signup and view all the answers

What is the primary focus of Linked's performance management system?

To provide clear guidance and measures for employees to perform at a high level Signup and view all the answers

Who is excluded from Linked's performance management program?

Registered executive or non-executive Directors, short-term or long-term contractors, and recruits still completing their onboarding program Signup and view all the answers

What is the requirement for participation in incentives or bonus programs?

By invitation only, upon completion of one year's tenure Signup and view all the answers

What is the purpose of Linked's performance management system?

To describe the process and principles for evaluating employee performance Signup and view all the answers

What does Linked's performance management system aim to enable employees to do?

Perform at a 'superhero' level Signup and view all the answers

Who has the discretion to invite employees to participate in incentives or bonus programs?

The Directors Signup and view all the answers

What is the scope of Linked's performance management policy?

Applies to all employees, regardless of geographical base or function Signup and view all the answers

What is not governed by Linked's performance management policy?

Incentive and bonus programs Signup and view all the answers

Study Notes

Performance Management Cycles

The performance management cycle consists of four quarterly cycles:
- Cycle 1: 1 March – 31 May
- Cycle 2: 1 June – 31 August
- Cycle 3: 1 September – 30 November
- Cycle 4: 1 December – 28/29 February
If an employee's onboarding program concludes mid-cycle, their objectives will apply from the next cycle.

Quarterly Performance Appraisal Cycle (QPAC)

The performance appraisal process consists of three steps:
- Step 1: Employee self-assessment, where they score themselves out of 10 for each objective, providing written justification.
- Step 2: One-on-one performance appraisal meeting between the employee and N+1, where N+1 shares their assessment and adjusts the score if necessary.
- Step 3: N+1 compiles a "QPAC Letter" addressing performance and bonus elements, and shares it with N+2 for review.

Employee Responsibilities

Conduct a performance self-assessment ahead of the performance appraisal meeting.
Share the self-assessment with N+1 at least 2 days in advance.
Provide written justification for self-assessed performance.
Schedule a performance appraisal meeting with N+1 within the first week of the new quarter.

N+1 Responsibilities

Make themselves available for the performance appraisal meeting within the first week of the new quarter.
Review the employee's self-assessment before the meeting.
Provide written justification for any adjustments to the employee's self-assessed score.
Submit the completed performance appraisal to N+2 before the close of the 2nd week of the new quarter.

Policy Information

The policy applies to most employees, except for those excluded (registered executive or non-executive Directors, short-term or long-term contractors, recruits still completing onboarding, and employees specifically excluded).
Participation in the performance management program does not automatically qualify employees for performance bonuses.

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Description

This quiz covers the steps involved in the performance appraisal process, including the compilation of a QPAC letter and self-assessment.