We run our Performance Review processes from Bob, our HR platform. The Performance Review process is broken down into The Annual Performance Review, Feedback and 1:1’s
- The annual performance review which happens once a year and reviews performance across the entire year, taking into account 1:1’s and collected feedback.
- A 360 Feedback which is requested and collected throughout the year in Bob
- 1:1’s , which are regular check ins between managers and reportees, these happen a minimum of once a month
Performance review
You will have a performance review yearly, which is an opportunity to discuss performance, review feedback and discuss your career progression. This is carried out in Bob and both you and your manager are expected to complete the review. Normally, everyone can expect an inflation raise and we also recognise high performance with salary increases.
We run reviews in the last month of the quarter , and any raises are applied in the following quarter. You will receive any increase in the month that your raise is due, not in the month the review happens. The schedule is as follows:
- March – raises in April, May, Jun
- June – raises in July, August, September
- September – raises in October, November, December
- December – raises in January, February, March
Note: if you get a promotion or an out of cycle raise then the date for your next raise (including inflation) changes to the anniversary if that raise. For example:
- you are promoted to a new role on 1st June
- your previous inflation/performance date was 1st January
- the date of your next salary review & inflation raise changes to 1st June
When reviews are overdue
If you are overdue on your review, we will move you to the next quarter’s cycle. If this happens:
- you will continue to receive you inflation raise on your anniversary
- you will not receive a performance raise until the review has been complete in the next quarter
- except in exceptional circumstances, such as illness, we will not backdate any performance increases to the date when the raises should have been. You will receive it at the start of the quarter in which it was complete.
360 Feedback
Feedback is collected on a continuous basis, to allow for a reflective representation of performance throughout the year.
It allows for individuals to select when they would like to collect feedback and request the feedback directly. This could be at the end of project or for personal development reasons. Managers can also invite peers to feedback for an individual.
You can read a guide to what is considered as feedback here
Guidance on how to give and receive feedback can be found here
1:1’s
1:1’s take place from the moment your report passes their probationary review. Once probation has been passed, you should book in a first 1:1 meeting straight away in Bob.
1:1’s are an opportunity to regularly catch up with your manager on topics related to your progression, day to day workload and wellbeing.