1. Purpose:

The Performance Management Policy aims to establish a consistent and transparent process for managing employee performance, setting clear expectations, providing feedback, and facilitating professional growth and development within the organization.

2. Performance Expectations:

a. Job Descriptions: 

Clear job descriptions will be provided for each position, outlining key responsibilities, performance expectations, and required competencies.

b. Performance Goals: 

Employees will set performance goals that align with the organization's strategic objectives and contribute to their professional growth.

3. Performance Planning:

a. Performance Planning Meetings: 

Managers will conduct performance planning meetings with their employees to discuss and establish performance goals and expectations for the upcoming period.

b. SMART Goals: 

Performance goals will be Specific, Measurable, Achievable, Relevant, and Time-bound (SMART) to provide clarity and enable effective evaluation 

4. Ongoing Feedback and Coaching:

a. Regular Feedback: 

Managers will provide ongoing feedback to employees, both informally and formally, to acknowledge achievements, address performance gaps, and support continuous improvement.

b. Coaching and Development: 

Managers will provide coaching and guidance to help employees enhance their skills, overcome challenges, and reach their full potential.

5. Performance Reviews:

a. Performance Evaluation Process: 

Formal performance reviews will be conducted periodically, such as annually or semi-annually, to assess employee performance against set goals and competencies.

b. Evaluation Criteria: 

Performance evaluations will be based on objective criteria, including goal achievement, job knowledge, quality of work, teamwork, communication, and other relevant factors.

c. Self-Assessment: 

Employees will have the opportunity to provide a self-assessment of their performance, identifying strengths, areas for improvement, and professional development needs.

6. Performance Improvement:

a. Performance Improvement Plans (PIPs): 

If an employee's performance falls below expectations, a Performance Improvement Plan (PIP) may be implemented, outlining specific performance goals, support mechanisms, and a timeline for improvement.

b. Support and Resources: 

The organization will provide employees with necessary resources, training, mentoring, or other support to help them meet performance expectations.

7. Recognition and Rewards:

a. Performance Recognition: 

Employees who consistently exceed performance expectations will be recognized and rewarded for their achievements through various means, such as bonuses, promotions, or other non-monetary incentives.

b. Merit-Based Increases: 

Salary increases and promotions will be based on merit, taking into account demonstrated performance and contributions to the organization.

8. Confidentiality and Data Privacy:

a. Performance information and discussions will be treated with strict confidentiality, shared only with individuals directly involved in the performance management process.

b. Data privacy regulations will be followed to ensure the protection of employee performance-related information.

9. Performance Documentation:

a. Performance documentation:

Including goal setting, performance reviews, feedback, and any performance-related discussions, will be appropriately recorded and maintained in employee files.

b. Documentation

Will serve as a reference for future performance evaluations, career development discussions, and decision-making processes.

10. Training and Development:

a. Professional Development Opportunities: 

The organization will provide training and development opportunities to enhance employees' skills, knowledge, and capabilities, fostering their professional growth.

b. Individual Development Plans:

 Managers and employees will collaborate to create individual development plans, identifying specific learning objectives and activities to support career advancement and skill enhancement.

11. Policy Review:

The Performance Management Policy will be periodically reviewed and updated to align with changing organizational needs, best practices, and legal requirements.