| How Discussion different from a Check-in? The Year-end Performance Assessment is End of year performance dialogues and setting goals for the new year are a core element of the performance cycle:. It is a time for individuals to reflect on their greatest achievements and their biggest challenges, and prepare for the year ahead. The Year- End Review: Mandatory end Performance Assessment is the last Check-In/ Snapshot of the year that covers the entire year. The result of the assessment is a year for the whole year. Setting individual performance goals that are linked to the business plan and goals better enable employees to connect to the purpose and know their work has meaningful impact.-end performance rating.
- Think about your team. How did they make a difference in the past year? What do you appreciate most? What will get them to the next level (behaviors, skills, career, etc.)? How can you support them? What feedback do they need to help them grow?
- Review each team member’s Year-end Assessment. Consider their perspective and offer your feedback, recognition, and support. Click here for a quick reminder on how to prepare for a meaningful discussion.
- Focus on not only what they achieved, but how. Assess the behaviors that they demonstrated, seek feedback from key stakeholders, and prepare for a quality conversation about what you saw, what you would like to see more of, and the impact it will have on Syensqo, our customers, and the individual. And, please make sure to ask for feedback on how you led. Listen without judgment and reflect on it.
- Suggest a rating and prepare for Calibration.
- The
form is automatically generated - Year-End Assessment form will open automatically at the beginning of the assessment period
and closes automatically in January- .
- Goal and development content is pulled from previous Check-
In/ - Ins and Snapshots forms throughout the year.
- Both you and your manager
and employee - contribute to filling out the form.
- Click here to see more information and support.
Just as we would increase expectations during the year when an employee is promoted, managers must adjust expectations and objectives when an employee is on leave and then assess based on those objectives. Levels of Performance should be compared to the expectations for the role. Managers should not use the Partial rating by default for new or new-to-the-role employees. | 
