Policy - Performance Review
Section: Human Resource Policies
Policy Owner: Ignition633 Ministries Nigeria Human Resources
Policy Name: Performance Review Policy
Origination Date: January 2024
Purpose
This policy establishes a structured and consistent framework for evaluating employee performance. It ensures that employees receive constructive feedback, recognize their strengths, identify improvement areas, and align their goals with the ministry's objectives. The policy also promotes accountability, productivity, and employee engagement while enhancing organizational effectiveness.
Scope
This policy applies to all employees within the organization. It covers performance assessments, feedback, goal setting, career development, and compensation decisions. It also involves maintaining records of evaluations and fostering employee engagement. The policy applies to all key aspects of performance, including job knowledge, quality of work, communication, and teamwork.
Definition
A performance review is a systematic process where an employee's job performance is evaluated by their supervisor or director. It typically involves assessing achievements, strengths, weaknesses, and areas for improvement and setting goals for future growth. It may also include feedback, career development discussions, and decisions regarding compensation or promotions.
Policy Statement
Frequency
Performance reviews will be conducted quarterly to assess individual employee performance and align it with the company’s goals. This ensures timely feedback and continuous development throughout the year.
Objectives
- To assess staff performance with the ministry's objectives and expectations.
- To provide employees with feedback on their performance, highlighting strengths and areas for improvement.
- To recognize exceptional performance and offer opportunities for career growth and promotion.
- To ensure employees meet their SMART goals within the designated performance period.
Performance Criteria
Employees will be assessed on the following performance criteria:
Job Knowledge
Demonstrates a solid understanding of their job role and responsibilities.
Stays current with industry trends and company policies, applying knowledge effectively in their daily tasks.
Work Quality
Consistently produces high-quality work with minimal errors.
Adheres to company standards, procedures, and expectations, delivering results that meet or exceed expectations.
Communication
Communicates clearly and effectively with colleagues, supervisors, and clients.
Demonstrates active listening skills and responds to feedback constructively.
Initiative
Takes proactive steps to address challenges and seize opportunities.
Demonstrates creativity and problem-solving skills, willing to go beyond the basic job description to achieve company goals.
Relationship
Fosters positive working relationships with colleagues, supervisors, and other departments.
Works collaboratively in teams, contributing to a positive and productive work environment.
Work Habits
Demonstrates reliability, punctuality, and consistency in completing tasks.
Effectively manages time and priorities, meeting deadlines and maintaining productivity.
SMART Goals
Employees are expected to set and meet SMART (Specific, Measurable, Achievable, Relevant, Time-bound) goals each quarter.
Achievement of these goals will be assessed at the end of the quarter to determine the employee's progress and performance.
Promotion Criteria
Employees who consistently demonstrate strong performance across all the above criteria and meet their SMART goals will be eligible for consideration for promotion. The promotion process will consider the employee’s performance and readiness for greater responsibility within the organization.
Expectations from Staff
- Employees are encouraged to actively participate in the performance review process by putting their best effort into their roles and continuously striving for improvement.
- Staff members should collaborate with their supervisors to set realistic and measurable SMART goals at the start of each quarter.
- Employees are expected to demonstrate professionalism, dedication, and a willingness to improve.
Review Process
Goal Setting: At the start of each quarter, employees and their supervisors will collaboratively set SMART goals aligned with company objectives.
Mid-Quarter Check-In: A midway review will occur to assess progress on SMART goals, provide feedback, and adjust goals if necessary.
End-of-Quarter Evaluation: At the end of the quarter, a formal performance review meeting will assess the employee’s performance based on the criteria outlined above.
Feedback and Development Plan: Employees will receive constructive feedback and, if needed, a development plan to support their growth in the upcoming quarter.
------------------------------------------------------------------------------------------------------------------------------
This policy will be reviewed annually and is subject to change. Any changes will be communicated to all employees promptly.
For any questions or further assistance regarding this policy, employees should contact the HR department at hr.nigeria@ignition633.org.