Year End Assessment for Managers
How is the Year End Performance Discussion different from a Check-in?
End of year performance dialogues and setting goals for the new year are a core element of the performance cycle:
- Year-End Review: Mandatory last Check-In/ Snapshot of the 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.
What do I need to do in the Performance tool?
- The form is automatically generated at the beginning of the assessment period and closes automatically in January.
- Goal and development content is pulled from previous Check-In/ Snapshots forms throughout the year.
- Both manager and employee contribute to filling the form.
How should I assess the performance of an individual who was on leave for a portion of the year?
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
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.
Contribution Levels | Business Objectives | Behaviors | |
|---|---|---|---|
5 levels to appraise the WHAT and the HOW | Top | The contribution has been outstanding and critical in this year to build Solvay’s future and success. | Role Model : Systematically leads by example “At Their Best”. |
| High | The contribution to Solvay’s success is obvious and showed a significant agility in adapting initial objectives. | Demonstrates and encourages others on “At Our Best Behaviors” consistently. | |
| Solid | Objectives achieved or successfully adjusted contributing to the business success. | Demonstrates “At Our Best Behaviors” on several occasions. | |
| Partial | Some objectives achieved or successfully adjusted to the circumstances. | Awareness and demonstration of “At Our Best Behaviors” not obvious. | |
| Low | Did not reach the expected deliverables and there is no evidence of adjusted objectives performed. | Behaviors were not adjusted to embrace our purpose nor expressed during the crisis. |
Year End Discussion Poster
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