Performance Rating:

At performance review time, when giving your report an overall performance rating, the following must be taken into consideration:

1. Quality of achievement against set goals
2. How the goals were achieved
3. Peer feedback
4. Living the values

Anyone thriving and successfully delivering in their role is rated as a ‘3 - Strong Performer ’.

Understanding and internalising the definitions of each of our performance ratings is crucial for you to be successful in this task. Take time to read and critically think about each area before you give anyone a rating.

Delivered impact beyond personal OKRs that directly contributed to department/company OKR success + peer feedback highlights exceptional cross-team collaboration

These contributions are rare, unsustainable as a baseline, and typically tied to exceptional circumstances. When they happen, they deserve recognition. | OKR Achievement

• Department or Company OKR impact

Career Dev Framework

• Not measured on framework / tied to progression - stand out one off herculean things

Values / Behaviours

• Leveraged the team values to achieve this ‘high impact’ activity - prioritised business outcomes and collaborative action | | 4 | Exceptional Performer | Individuals who have made a standout impact beyond the expectations of their current role.

This may reflect someone who is consistently stepping up, operating at a higher level of scope, complexity, or influence.

This level of contribution might signal someones promotion readiness or reflects exceptional performance. | OKR Achievement

• 95%+ personal OKR achievement AND significant contribution to team/department OKRs

Career Dev Framework

• Consistently demonstrates current level competencies plus shows 3+ next-level competencies

Values / Behaviours

• Peer feedback highlights examples of this person elevating others' performance | | 3 | Strong performer | A strong, dependable contributor who consistently delivers high-quality outcomes within their remit.

This is where we expect the majority of people to be, the foundation of our success, and something to be proud of. | OKR Achievement

• 85-94% personal OKR achievement

Career Dev Framework

• Demonstrates 80%+ of current level competencies as defined in role framework

Values / Behaviours

• Peer feedback shows positive collaboration with no significant concerns raised | | 2 | Inconsistent performer | This person has recently experienced periods of poor performance.

While their baseline is ‘ok’, they haven’t performed well consistently, creating disruption for their team, specific project or wider department.

The performance review should focus on clarifying development areas and how best to support a return to consistent performance, and establishing timelines for measuring improvement. | OKR Achievement

• Personal OKRs missed

Career Dev Framework

• Demonstrates <70% of current level competencies

Values / Behaviours

• Peer feedback identifies specific collaboration or communication issues | | 1 | Under performer | To receive this rating, an employee must have been consistently underperforming for at least a quarter.

This rating should not be a surprise, ongoing feedback and support should already be in place. HR should be informed in advance.

If someone is rated a 1, HR will arrange a meeting with the manager to align on how to approach the review conversation. It’s like that this person will already be on an active Performance Improvement Plan, or the performance review will result in putting them on one. | OKR Achievement

• Personal OKRs missed

Career Dev Framework

• not working at the expected level of 50% of the skills and behaviours

Values / Behaviours

• Peer feedback identifies specific collaboration or communication issues |