How are employees evaluated?
We have established performace factors for every LRS employee. • Core Performance Factor Example Integrity: The employee’s degree of honesty and adherence to ethical principles. • Position-Specific Performance Factor Example Business Knowledge: The employee’s ability to acquire, develop, and apply business knowledge, both in general and specific to a particular application, industry, or client. • We have taken great care in documenting the performance expectations and our performance evaluation procedure. The evaluation process begins with each employee taking an active role in setting personal goals and objectives. • In the first year of employment, an individual’s progress may be reviewed once within the first six months. Commission and management employees receive an annual appraisal on July 31; all other employees receive an appraisal on January 1. The self-evaluation, peer input, client views, and the LRS manager’s appraisal are all used to prepare a final evaluation.
The Performance review year for Colgate-Palmolive is January December. At the beginning of each year in January, employees take on objectives for the year, which are cascaded down from the Organizations goals. Employees are appraised at the year-end, on achievements against these objectives. Areas of focus for the annual appraisals are: • Achievement against Objectives • Process by which Objectives are achieved • Additional accomplishments • ‘Managing with Respect’ Principles Adopted In addition to the formal appraisal process, there is a half yearly review of performance. There is a lot of emphasis on day to day coaching and feedback aimed at the development of the employee.
