When evaluating a person’s performance, we use a simple 1-5 scale:
Level 1. Not meeting expectations. Rarely achieves or does not achieve competency expectations. Does not, or rarely does, demonstrate effective behaviors.
Level 2. Meeting some expectations. Achieves some but not all performance competency expectations. Sometimes demonstrates effective behaviors and performance is inconsistent.
Level 3. Meets all expectations. Consistently meets and sometimes exceeds competency and behavior expectations.
Level 4. Exceeds expectations. Consistently exceeds all performance expectations. Consistently demonstrates exceptional behaviors.
Level 5. Far exceeds expectations. Clearly and continuously far exceeds all competency expectations. Serves as a role model to others.
Consequences of the performance levels:
Level 1. Immediate, urgent, and mandatory performance improvement plan. If does not increase to level 2 within 30 days the employee should be separated or the contract terminated.
Level 2. Requires active coaching and monitoring. Employee will not receive salary increase or bonuses at this level. It is the manager’s responsibility to assess whether employee is making adequate improvement or not, and whether there are too many expectations that are not being fulfilled and the employee requires separation.
Level 3. Solid performance. Employee should be recognized and encouraged to continue. This level is the minimum to keep the job long-term. Employee receives at least inflation adjustment and a share of bonus payments.
Level 4. Strong performance. Employee receives inflation adjustment, merit salary increase, and a larger share of bonus payments.
Level 5. Leading performance. Employee receives inflation adjustment, merit salary increase, and a larger share of bonus payments. Employee should be selected for additional responsibility or leadership roles.
