Podcast
Questions and Answers
What is the primary responsibility of the employee in the performance appraisal process?
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?
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?
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?
What is the N+1's responsibility if they cannot conduct the performance appraisal meeting within the first week of the new quarter?
What should the N+1 provide when the performance score given is different from the employee's self-assessed performance score?
What should the N+1 provide when the performance score given is different from the employee's self-assessed performance score?
By when should the N+1 submit the employee's completed performance appraisal to their N+2?
By when should the N+1 submit the employee's completed performance appraisal to their N+2?
What is the duration of each performance management cycle?
What is the duration of each performance management cycle?
What happens if an employee's onboarding program is concluded mid-cycle?
What happens if an employee's onboarding program is concluded mid-cycle?
How often are the performance and objectives reviewed and agreed upon?
How often are the performance and objectives reviewed and agreed upon?
What is the purpose of the self-assessment in the performance appraisal process?
What is the purpose of the self-assessment in the performance appraisal process?
What is the final score in the performance appraisal process?
What is the final score in the performance appraisal process?
What is the timeline for sharing the self-assessment with the N+1?
What is the timeline for sharing the self-assessment with the N+1?
What is the purpose of the quarterly performance appraisal cycle?
What is the purpose of the quarterly performance appraisal cycle?
What is reviewed during the first two weeks of the new quarter?
What is reviewed during the first two weeks of the new quarter?
What is the primary focus of Linked's performance management system?
What is the primary focus of Linked's performance management system?
Who is excluded from Linked's performance management program?
Who is excluded from Linked's performance management program?
What is the requirement for participation in incentives or bonus programs?
What is the requirement for participation in incentives or bonus programs?
What is the purpose of Linked's performance management system?
What is the purpose of Linked's performance management system?
What does Linked's performance management system aim to enable employees to do?
What does Linked's performance management system aim to enable employees to do?
Who has the discretion to invite employees to participate in incentives or bonus programs?
Who has the discretion to invite employees to participate in incentives or bonus programs?
What is the scope of Linked's performance management policy?
What is the scope of Linked's performance management policy?
What is not governed by Linked's performance management policy?
What is not governed by Linked's performance management policy?
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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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