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Performance Management System
X
Competencies for Department
X
Using Your Journal
You may record your thoughts here at any time throughout the year to make it easier to provide information when requested at the end of the year. No one else will see your journal. These are personal notes.
X
Mid-Year Performance Rating
Meeting expectations on all 3 categories(Quality, Time, & Impact)
May have not started action on a goal that is planned to begin in Q3 or Q4.
May have not started action on a goal that is planned to begin in Q3 or Q4.
Meeting expectation on 2 of 3 categories(Quality, Time, & Impact)
Plan developed and approved to get back on track.
Plan developed and approved to get back on track.
Meeting expectation on 1 of 3 categories(Quality, Time, & Impact)
1 goal is significantly off course and jeopardizes achieving the goal.
1 goal is significantly off course and jeopardizes achieving the goal.
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Year-End Performance Rating
Overall Rating
Definition
E
Exceptional Performer10% - 15%
- Assessed as Exceptional Performer for both key goals and Valued for all other goals
V
Valued Performer70% - 80%
- Assessed as Exceptional or Valued for both key goals or Underperforming / Developing for one key goal
- Or assessed as Valued for majority of other goals
D/U
Developing / Underperforming5% - 10% for each
- Developing employees are generally new in the role during the performance year and beginning to achieve the expected level of results
- Underperforming employees assessed as Underperformer for both key goals
- Or assessed as Underperforming for a majority of other goals
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Rating Scale
Unable to rate
1. Strongly Disagree
2. Disagree
3. Neither Agree nor Disagree
4. Agree
5. Strongly Agree
X
Rating Scale
Exceeds / Role Modeling
| A+ | 90+ |
| A | 85-89 |
Consistently exceeds expectations of the level/role, demonstrates the required behaviours for the competency and acts as a role model.
Meets / Demonstrating
| B+ | 80-84 |
| B | 75-79 |
Consistently meets expectations of the level/role on the indicated behaviours for the competency.
Below / Learning
| C+ | 70-74 |
| C | 65-69 |
| C- | 64 & Below |
Falls short of expectations of the level/role on the indicated behaviours for the competency/Demonstrates progress towards proficiency and sometimes meets expectations.
X
IDP Instructions
| 1. | Review performance against Metrie's Core Competencies and Job Knowledge and Skills. |
| 2. | Identify 1 to 3 areas to develop in the upcoming performance period and complete one development plan for each competency/knowledge/skill selected. |
| 3. | Review Competency Development Toolkit for thought starters and practice ideas; available in My Resources section. |
| 4. | Manager to review proposed development plan with employee and provide commnets. Plan may not be apporved. |
| 5. | As necessary, Next Level Manager to review and approve the level of Metrie support required. |
| To see an example of complete IDP, please CLICK HERE |
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Values 3-Point Rating Scale
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E Exceptional Performer 10% - 15% |
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V Valued Performer 70% - 80% |
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U Underperforming 5% - 10% |
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| Name: | Job Role: | Direct Manager: | Performance Period: |
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