DOCUMENTS LINKED ON THIS PAGE:

1. Deliverables Form

2. Progress Reviews

3. Year End Self-Assessment

4. Year End Performance Review

5. Skills Ratings Definitions

6. Performance Ratings Definitions

7. Annual Merit Increase Document & Request Form

8. Counseling Record for Performance Improvement  

9. Individualized Development Plan

The result of standard performance review meetings is often unclear, leaving employees perplexed whether they were praised or lectured for their performance. However, if done with the right approach, with more frequency, and informality, performance review can be an excellent way to reinforce strong behaviors and improve leadership effectiveness as well develop their skill set in a deep and meaningful way. 

PERIODIC EMPLOYEE PERFORMANCE REVIEW:

MONTHLY EMPLOYEE HEALTH REPORTING:  Manager completes the Employee Health Report for each team member.  This provides more data points on how you assess your team members that managers will reflect on during mid-year progress reviews and year-end performance reviews.  Reports will be distributed periodically.  You can request a report at any time. 

QUARTERLY DELIVERABLES REVIEW:  Managers review deliverables with employee.  At this time, it is noted on the Deliverables form what is on-track, off-track or Achieved.  In addition, new deliverables are added if applicable. 

YEAR-END PERFORMANCE REVIEW

Employee completes a self-assessment and Manager completes a Year End Performance Review, using the Skills Ratings Definitions.  In addition, the Manager will provide an overall rating referring to the Performance Ratings definitions and create new deliverables. 

GENERAL TIME-LINE FOR YEAR-END REVIEWS - HR will send out an email with timelines for the review process and steps below.

• Assign your team members the self-assessment

• Managers will draft reviews and submit requests for merit increases

• Submit a consolidated merit increase request form 

• Quiet Period.  Reviews will be checked for uniformity and edits.

• Reviews to be conducted.

ANNUAL MERIT INCREASES

For calendar years that CFG is able to offer merit increases, the Manager should offer a percentage that per the Annual Merit Increase document.  Once you have all your desired employees merit increases noted, submit this Request Form to HR for consideration BEFORE communicating to employees. 

All merit increases will be reviewed during the Quiet Period.  If there are any questions or concerns, the Manager will be contacted for a discussion prior to approving/not approving.  Once increases for all departments and divisions are reviewed, the Merit Increase Request Form will be noted with the approval, letting the Manager know they can proceed with the review and corresponding merit increase. 

YEAR-END SUCCESS SHARING BONUS: For calendar years that CFG is able to offer full or partial Firm-Wide Success Sharing bonus, the manager should communicate if the employee is in good standing to receive the bonus. 

YEAR-END ROLE CHANGES: Refer to the Promotions section of the HIRING tab for the process and reference documents.  This will cover corresponding salary increases. 

ADRESSING IN-JEOPARDY EMPLOYEES/PIPS 

UNDER-PERFORMANCE: 

When a Manager identifies an employee as not meeting expectations of their role, it should be addressed as quickly as possible.  If the Manager believes the employee has the knowledge and skills to do their job and is still underperforming, notify HR.  The following escalation process should be implemented: 

• verbal warning followed by a summarized immediately after the conversation 

• written warning being specific to the issue, the required change and the deadline for the change using the Counseling Record for Performance Improvement  

• final written warning being specific to the issue, the required change and the deadline for the change again using the Counseling Record for Performance Improvement  

In addition, if a Manager believes that development is needed to help the employee perform at their best, the Manager should implement an Individualized Development Plan which includes an on-going meeting agenda and tracking towards development goal.  Reference the Development section for more details. 

If every effort has been made to address the employee’s lack of performance, then the Manager should work with HR on steps towards termination.  See the section on Terminating an Employee. 

Store all personnel related documents in the Employee’s Personnel OneDrive Folder.