Performance Management Survey

Goal Setting

3. When is the company's performance period?

Annual Other:

4. When are company goals typically communicated to employees relative to the performance period?

Before the start of the performance period. Within the first month on the performance period. 2-3 months after the start of the performance period. 3-4 months after the performance period start. >4 months after the performance period start.

5. Do individuals (employees) have written goals?

Yes No Other:

6. Do all individuals have written goals (if the intention is that everyone have them, select 'yes')?

Yes No Other:

7. Are individuals' (employees') goals formally documented?

Individuals don't have formal goals. Individuals all are supposed to have goals but they're not documented so it's hard to understand what they are as an administrator / leader. Individuals have goals but they're kept in a discertionary and/or inconsistent way (it varies). Individuals have them and they're kept in a system of record. Individuals have them and they're in a system with rigid protocols for viewing and editing. Other:

8. Describe the sign-off and approval process for employee goals.

There's no systematic approval. There's a systematic approval (e.g., within a system a manager needs to 'approve' the goals to make them live or mark them as final). Other:

9. How are individual goals aligned with company-wide objectives?

All individuals have at least one goal aligned to the company-wide objectives. Discretionarily (some people have them aligned, some don't.) Other:

10. After being initially established, are individual goals reviewed, updated, fine tuned throughout the performance period?

Individuals can update their goals throughout the performance period at their discretion (without additional approval required). Individuals can update their goals throughout the performance period at their discretion (with approval REQUIRED). Individuals don't change their goals throughout the performance period, and changes aren't part of the company's process.

11. A formal review process exists to ensure individual goals are written in a high quality fashion (e.g., specific, measurable, achievable, relevant, and time-bound (SMART), or other framework).

There's no formal review process to ensure goals are written / documented in a high quality fashion. A formal process exists to ensure all goals are written in a high quality fashion.

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Feedback

12. How often do employees receive formal performance feedback?

More frequently than quarterly Quarterly Semi-annually (2x a year / performance period) Annually. Less frequently than annually.

13. Employee performance feedback is documented in a system of record (e.g., Lattice, Workday, other).

Never Always in conjunction with a performance review, but it cannot be done throught the year discretionarily. Always in conjunction with a performance review, AND it can be done throught the year discretionarily. Other

14. A self-assessment is considered by the person assessing performance (e.g., the manager, or the calibration team) before finalizing the performance review.

Yes, a self assessment is considered prior to finalizing the employee's performance appraisal. No, a self assessment is NOT considered prior to finalizing the employee's performance appraisal. Other

15. Peer feedback is required as part of the performance appraisal process.

Yes, we require that peers are identified / selected to provide performance feedback. No, we do not require that peers are identified / selected to provide performance feedback. Other

16. How is peer feedback gathered?

Systematically, e.g., it is entered into and kept in a system or record. Only informally, e.g., a manager might have a discussion with the employees' peers that are being reviewed. Other:

17. Who selects which peers provide the peer feedback?

The manager only The employee only Both the employee and the manager can select peers to provide the feedback during the process. Peers self select themselves to provide feedback (only). The employee, the manager and or a peer can select to provide feedback during the performance process. Other:

18. Peers can voluntarily submit unsolicited feedback via a system or as part of the performance management process.

Yes No Other:

19. When the performance process is completed, is there an auto-release of the performance assessment to the person being assessed?

Yes No Other:

20. Upward feedback: Employees provide feedback on their managers and / or other individual members of the management team.

Our process entails employees providing and documenting feedback on their manager or other higher level individuals at the organization. Our process does not provide an opportunity for documented upward feedback. Our process does not require documented upward feedback but it can happen if a direct report is selected as a peer during the performance process.

21. On average, after the performance period ends, how long does it take the employee to receive their performance feedback?

Within a month of the performance period ending. >1 month but no more than 2 months after the end of the performance period. >2 months but no more than 3 months after the end of the performance period. >3 months but no more than 4 months after the end of the performance period. >4 months after the end of the performance period.

Leveling

22. Does your organization have a job leveling / grading structure that's currently in use?

Yes, we have job levels / job grades in use at our organization. No, we do not have job levels / grades in use at our organization. Other:

23. Do employees know what level / grade they are or is the information kept private (e.g., for HR and Mgmt view only)?

Employees don't know their level / grade and aren't communicated to regarding their level. Employees know their level / grade and are communicated to regarding their level. Other:

Performance.fyi

Company Information

Goal Setting

Feedback

Leveling