Performance Review Process

Performance reviews take place at least once annually. Our review process follows the “360 review” style, which incorporates feedback from peers, direct reports, and managers.

Reviewee Criteria

Full-time staff members who have been with the company for more than three months receive a review.

The type of review received depends on the length of time the person has been on the team:

  • Informal Review: Takes place when staff have been with the company between 90 days and 6 months.
  • Formal Review: Takes place when staff have been with the company for more than 6 months.

Informal Review Process

  1. Feedback panel requests. You begin the process by providing names of 3-6 teammates who can most effectively provide feedback on your achievements and performance over the past year. Community members can be included in addition to staff.
  2. Feedback panel selection. Your manager takes your input along with other managers’ input to select teammates and community members from the list provided to give feedback on your performance.
  3. Peer feedback. Your manager reaches out directly to gather feedback from your peers. They will NOT be sent a feedback review survey.
  4. Review discussion. Your manager reviews your performance eval feedback with you. This may be shared in an informal format instead of using the formal review template.

Formal Review Process

  1. Confirm level expectations for roles are up to date. Managers review the role level descriptions. Any necessary updates are made before the review cycle begins.
  2. Manager preparation. Before each review cycle, managers read the performance review chapter in High Output Management. After reading the chapter, any new managers have a 30 minute meeting scheduled with their manager and the CEO to set expectations for the review process.
  3. Feedback panel requests. You begin the process by providing names of 3-6 teammates who can most effectively provide feedback on your achievements and performance over the past year. Community members can be included in addition to staff.
  4. Feedback panel selection. Your manager takes your input along with other managers’ input to select teammates and community members from the list provided to give feedback on your performance.
  5. Peer feedback. Your teammates receive a request to complete the annual review feedback survey within 2 weeks. On average, teammates should be completing feedback surveys for 3 to 6 of their teammates.
  6. Self reflection. At the same time as the peer feedback, you are sent a self-evaluation survey to complete within 2 weeks.
  7. Review compilation. HR collects all reviews and shares them with your manager.
  8. Annual review draft. Your manager reads all feedback from the surveys and incorporates their own observations. They then draft performance reviews based on the performance review template. In addition to the feedback recieved, reviews also take into consideration the expectations for your role and level, and performance relative to your teammates.
  9. Calibration. Managers meet to review and discuss the assessments to ensure consistency in evaluation across different departments. HR recommends any adjustments to compensation based on performance, role expectations, and an analysis of local market rates.
  10. Review discussion. You and your manager meet to discuss the review and any compensation changes recommended by HR.