Foundation

🎯 Onboarding Plan:

New joiners have their 30, 60, and 90-day onboarding plan with specific goals in Bob

✅ 90 Day Performance Review:

Managers will conduct a performance review towards the end of the first 90 days

• Evaluation Criteria: Progress against onboarding goals, cultural fit, behaviors, attitude, and general impact will be assessed
• Possible Outcomes:
  • The employee is meeting or exceeding expectations and is a valuable addition to the Automata team
  • The employee is a good fit but requires some additional support. (Please reach out to HR so we can best support you in creating a plan to help set the individual up for success moving forward)
  • The employee has not met expectations, and the decision is to exit them from the business
• HR Involvement:
  • For outcomes 2 and 3, HR must be consulted before communicating the decision via [email protected]

Process

1. Bob Review

   1. The manager and report receive an invite to complete a review in Bob
   2. Timeframe: Up to 1 month before the 90-day checkpoint.

   Review includes:

   • Self-reflection - rating questions on how well the initial 3 months have gone.
   • Manager review - rating questions on how well the initial 3 months have gone and whether the employee has met expectations.
   • Peer review - both the employee and the manager can and should invite peers to submit feedback.
   • Upward review - if the employee is a manager their reports will be invited to submit upward feedback in this process.

2. Once the above has been completed:

   1. the full review will be shared with the employee
   2. a short 90-day performance review meeting will be scheduled to discuss the outcome
   3. goals for the next 6 months go into Bob

Manager Responsibilities

1. Schedule and complete the 90-Day performance review meeting

   • Conduct the review on or before the 90-day checkpoint.
   • Discuss feedback and communicate the outcome to the employee.
   • Use the first 3 months to thoroughly assess the new employee and make necessary decisions regarding their future at Automata.
   • Utilize all available feedback from the review cycle and clearly state your recommendation in the manager form.
   • If the employee successfully meets expectations and continues employment, re-communicate the role expectations for the next 6 months.
   • If you need more time to evaluate the employee's performance and plan additional support for the next 3-6 months, or if you decide to exit the employee, consult HR before communicating the decision via [email protected].

2. Update Bob

   1. After the meeting:
   2. Update the employee Lifecycle Fields. This must be accurate as it triggers a number of important employment updates for the employee
      1. Open employee profile on Bob
      2. Scroll down to 'Lifecycle'
      3. Update the field: '90-Day Review complete' - with the actual date in which the review took place and the outcome discussed. This needs to be updated even if the date remains the same as the 90-Day check-in point.

3. Create new goals

   1. Press the Talent area in the main menu
   2. Click on My Goals
   3. Click on + New goal to create a new goal.
   4. Enter your objective in the Name field
   5. Provide a Description of the objective