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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 aims to establishestablishes 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 overall organizational effectivenesseffectiveness.

Scope

This policy applies to all employees ofwithin Ignition633the Ministries Nigeria.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:Definition 
A performance review is a systematic process where an employee's job performance is evaluated by their supervisor or manager.director. It typically involves assessing achievements, strengths, weaknesses, and areas for improvement,improvement as well asand setting goals for future growth. It may also include feedback, career development discussions, and decisions regarding compensation or promotions.

KeyPolicy ElementsStatement
Frequency
Performance Assessment
Evaluatereviews will be conducted quarterly to assess individual employee performance and align it with the employee'company’s accomplishments,goals. contributions,This strengths,ensures weaknesses,timely feedback and areascontinuous fordevelopment improvement.throughout the year.

FeedbackObjectives
Provide- constructiveTo feedbackassess tostaff helpperformance employees recognize strengths and address development areas.

Goal Setting
It often involves setting or revising goals and objectives forwith the upcoming performance period. Align employeeministry's objectives with organizational goals and establish a roadmap for improvement.

Career Development
Discuss career aspirations, training opportunities, and potential advancements.

Compensation and Rewards
Most times, performance is tied to compensation decisions like salary adjustments, bonuses, or promotions. High-performing employees may be rewarded.

Documentation
Maintain detailed records/history of performance reviews of employees for reference and decision-making.

Employee Engagement
Regular performance reviews can contribute to employee engagement by showing that the organization values their contributions and is committed to their growth and development. 

Aspects of Performance Review
Goal Achievement
Assess progress by reviewing performance from previous goals; this includes both short-term and long-term objectives.

Job Knowledge and Skills
Assessing knowledge and skills in relation to responsibilities by evaluating technical skills, industry knowledge, and tool proficiency.

Quality and Productivity
Evaluating the quality of work, including accuracy, attention to detail, and the ability to meet established standards and expectations.
-

To

Communicationprovide skills
Evaluates effective communicationemployees with colleagues, clients, and superiors. This can encompass written and verbal communication as well as listening skills. 

Teamwork and Collaboration 
Employee's ability to work with others in a team setting. This includes contributing to team goals, resolving conflicts, and collaborating. 

Problem-Solving and Initiative
Evaluate decision-making, adaptability, innovation, and the employee's ability to identify and solve problems.

Adaptability and Flexibility 
Evaluating the employee's ability to adapt to changes in the workplace, such as changes in technology, processes, or job roles.

Initiative and Innovation 
Recognizing whether the employee takes initiative in their role, seeks opportunities for improvement, and contributes innovative ideas to the organization. 

Customer or Client Satisfaction 
If applicable, assess the employee's impact on customer or client satisfaction and relationships. 

Attendance and Professional Development
Review punctuality, training achievements, and leadership abilities, if relevant.

Feedback and Goal Setting
Include self-assessment, feedback on their performance, strengths,highlighting weaknesses,strengths and areas for improvement.
- To recognize exceptional performance and offer opportunities for career growth and promotion.
- To ensure employees meet their SMART goal-setting,goals andwithin developmentthe plans.designated performance period.

RecognitionPerformance and Follow-Up
Acknowledge achievements, document discussions, and schedule follow-ups.

Significance Of Job Knowledge
CriteriaImproved Decision-Making
Employees whowill betterbe understandassessed on the following performance criteria:
Job Knowledge
Demonstrates a solid understanding of their job can make informed decisions that can bring better outcomes based on their expertise.

Increased Productivity
Knowledgeable employees who understand their roles tend to have efficient task execution with minimal errors.

Enhanced Problem-Solving
Job knowledge enables employees to tackle complex problems with confidence. It brings innovative solutionsrole and adaptability.

responsibilities.
Stays

Better Communication
Well-informed employees can convey ideas, share insights, and collaborate seamlessly.

Career Growth
Individualscurrent with extensive job knowledge are often more competitive in the job market, having skills and expertise to pursue career advancement opportunities.

Strategies to Enhance Job Knowledge
Training and Development
Organizations should provide regular training sessions and development programs like workshops, seminars, courses, and mentoring.

Self-Study and Networking
Employees should take initiative in continuous learning, read books and articles, and engage with industry-related experts.

On-the-Job Learning and Knowledge Sharing
Foster learning through daily experiences, challenges, and collaborative initiatives.

Networking
Employees should engage with peers and the ministry’s experts and attend conferences or seminars to stay updated on industry trends and gaincompany valuablepolicies, insights.applying knowledge effectively in their daily tasks.

KnowledgeWork SharingQuality
Consistently produces high-quality work with minimal errors.
Encourage employeesAdheres to sharecompany theirstandards, expertiseprocedures, withand colleaguesexpectations, throughdelivering presentations,results workshops,that meet or internalexceed documentation. expectations.

TechnologyCommunication
Communicates clearly and Toolseffectively 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 shouldwho leverageconsistently technologydemonstrate suchstrong asperformance learningacross managementall systems,the knowledgeabove databases,criteria and onlinemeet collaborationtheir tools.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.

AssessingExpectations Jobfrom knowledgeStaff
Performance- AppraisalsEmployees are encouraged to actively participate in the performance review process by putting their best effort into their roles and continuously striving for improvement.
Regular- evaluationsStaff thatmembers includeshould ancollaborate assessmentwith their supervisors to set realistic and measurable SMART goals at the start of aneach employee'squarter.
- knowledgeEmployees are expected to demonstrate professionalism, dedication, and expertisea in relationwillingness to their job responsibilities. 

Skills Tests 
Administering tests or quizzes to evaluate an employee's understanding of job-specific concepts and practices. 
improve.

PeerReview ReviewsProcess
Goal Setting:
Gathering feedbackAt fromthe colleaguesstart andof teameach members who can assess an employee's knowledge and its impact on team dynamics and outcomes. 

Managerial Feedback 
Regular one-on-one discussions betweenquarter, 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 feedbackfeedback, 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 jobthe knowledgecriteria outlined above.
Feedback and setDevelopment Plan: Employees will receive constructive feedback and, if needed, a development plan to support their growth in the upcoming quarter.

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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.

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