Marriner Performance Reviews

Based on feedback, we are continuing to fine tune our performance review and mid-year check in process.

We’ve created the performance review manager/360 form, performance review self evaluation and six month assessment forms into Google documents to make it more easily accessible for everyone.

Of note:

1) Self Evaluation

• Manager will request Employee fill it out and provide at least one week prior to the performance review being held. This will help Employees more thoroughly think through their performance prior to the review and gives the Manager an opportunity to see how Employees are assessing themselves and incorporating additional thoughts/feedback/examples into the Manager form as appropriate.
• We’ve made two updates to help with mutual expectation setting and allow for the Manager to prepare for more productive discussions and outcomes with the Employee:
  1. Added “and when” to the question related to what they envision as the next step in their career
  2. Added a question around compensation adjustment expectations

2) Performance Review

• The structure of the review will consist of:
  1. First 15 minutes – Employee talks through highlights of their Self Evaluation form noting key accomplishments or improvement areas, with bulk of conversation around the first four open-ended questions posed at the end of the form
  2. Next 20 minutes – Manager talks through highlights of the Manager/360 form
  3. Next 15 minutes – Discussion and alignment around SMART goals for upcoming year
  4. Final 10 minutes – Remaining questions and compensation adjustments (if any)
• Employee will still be given 3-5 business days to review the Manager/360 form and set time with Manager to ask follow-up questions or clarify any areas
  1. Manager to make any additional adjustments to form/goals/compensation with Partner approval
• Goal is to have both forms signed by Manager & Employee and sent to Nikki (for the digital HR file) within 5-7 business days of review being held

3) Six Month Assessment

• This can now be used with new Employees or with existing Employees as a mid-year check in on their SMART goals and key focus areas ahead of their next annual review
• This step is meant to be more informal and the final output should be ideally kept to one page and no more than two pages
• This form should be filled out by both the Employee and the Manager (based on their/cross-functional feedback)
• Once both have completed their forms a meeting will be held – again the Employee goes first, then Manager, then discussion around areas of similarities/differences

Any questions or want to set time to talk through further?

Let Nikki know.