The employee performance review policy delineates the approach to evaluating, coaching, and rewarding employees based on their performance. It emphasizes open communication and constructive feedback between managers and team members, detailing the criteria for good performance and the frequency of reviews.
This employee performance review policy template is ready to be tailored to your company’s needs and should be considered a starting point for setting up your employment policies.
This employee performance review policy should include:
Our employee performance review policy describes how we coach, evaluate and reward employees. We base our performance management systems on constructive feedback and open communication between managers and team members.
This policy applies to all employees. We will clarify our performance appraisal process and provide guidelines for managers on how to lead their teams and assess employee performance.
We have built our performance management practices to:
Our company has a general definition of what good performance looks like. To achieve a good performance evaluation, you should:
Each employee may excel in one aspect and need improvement in another. But, to remain employed with our company, you should meet a minimum standard for all of these aspects and show a willingness to improve where appropriate.
We conduct [annual/ bi-annual/ quarterly] performance reviews. During these reviews, your manager will fill out your performance evaluation report through our [performance review platform] and arrange a meeting with you to discuss your review. Through these discussions, managers aim to:
Periodical reviews apply to employees who have completed their onboarding period.
Pay increases or bonuses aren’t guaranteed. But, we encourage managers to recommend rewards for their team members when they deserve them. There won’t be any forced ranking or other comparison between employees, as our goal is to help all employees improve and develop their careers.
Training and development opportunities are available for all employees year long. But, if managers identify a team member’s training needs in a specific area, they can discuss this with their team member during performance reviews. That way, they can set up an improvement plan.
On-the-job training, job shadowing and other training methods are also appropriate when managers intend to promote an employee in the near future. We encourage managers to discuss future career moves with their team members, so they can determine what type of training is appropriate.
Managers should meet with their team members once per [week] to provide feedback and talk about their work and motivations. This way, team members can receive feedback in a timely manner and avoid surprises during their [annual/ bi-annual/ quarterly] performance review.
During performance meetings, both parties should feel free to discuss any concerns they have. If you need to talk to your manager about a particular issue, reach out as soon as possible.
If you manage a team, you are responsible for your team members’ performance. To conduct effective regular meetings and performance evaluations, we expect you to:
| Disclaimer: This policy template is meant to provide general guidelines and should be used as a reference. It may not take into account all relevant local, state or federal laws and is not a legal document. Neither the author nor Workable will assume any legal liability that may arise from the use of this policy. |
What is an example of an employee performance review policy? An employee performance review policy is a structured approach that companies adopt to evaluate, coach, and reward their staff. It sets the standards for good performance, outlines the review frequency, and provides guidelines for feedback, training, and rewards. Why is an employee performance review policy important? Such a policy is vital for ensuring consistent and fair evaluations of all employees. It promotes transparency, motivates employees by recognizing their efforts, and provides a platform for continuous feedback, aiding in professional growth and organizational success. What should an employee performance review policy include? The policy should detail the criteria for good performance, the frequency and procedures for reviews, and guidelines for rewards and training. It should also emphasize open communication between managers and employees for ongoing feedback. How often are performance reviews typically conducted? Performance reviews can vary in frequency, but common intervals include annual, bi-annual, or quarterly reviews. The policy should specify the chosen interval, ensuring regular evaluations and feedback for employees. Are performance reviews only about identifying weaknesses? No, performance reviews aim to recognize strengths, achievements, and areas of improvement. They provide a holistic view of an employee's contributions, ensuring they receive praise for their successes and guidance for areas needing development.
