It’s almost time for our annual performance reviews.
Performance reviews give you time to look back on the past year and talk with your manager about how things have gone. It’s a chance to celebrate what you’ve achieved, talk about where you’d like to develop, and think about your goals for the following year.
For employees, what you need to do as part of your Performance Review remains the same. You will complete your review in ExponentHR / PeopleHR as usual, using the same questions, format and Flight Status ratings. You will complete a self review and you may be asked to complete a contributor/ 360 feedback review for another employee (this is optional). You will also need to have a performance review conversation with your Manager.
This year, we’re making a change to the timing of performance reviews and pay discussions. Your performance will continue to be an important part of how pay decisions are made. However, your performance review and pay conversation will take place at different times.
This change will help us keep a strong link between performance and pay, while giving everyone more focused and useful conversations. It also responds to feedback from last year. Employees told us that there was too much time between completing their self-review and having their final performance conversation. The new approach aims to make the process clearer and create a better experience.
What happens next?
The year-end performance review process will start November 16. You’ll be asked to reflect on your year, including your achievements, development and goals. Your manager will then meet with you to talk through your review.
Performance review conversations will take place between January 11 and February 5.
Pay and promotion planning will happen separately, after the annual company budget has been approved. If you receive an approved pay or promotion change, conversations will happen in March, and your new pay will take effect from March 1. This means the increase will start from March and will not be backdated to January or February.
We’ll share more information during November about what you need to do and when.
You don’t need to do anything just yet. When the process opens, we’ll provide guidance to help you prepare.
In the meantime, you can start thinking about:
What you’re most proud of from the past year
The impact you’ve made
What you’ve learned
Areas where you’d like to grow or develop
What you’d like to achieve next year