The purpose of Performance Planning and Review (PP&R) is to enable supervisors and staff employees to share the same understanding of the employee's goals at work.
Our goal is to provide a consistent approach to performance reviews. However, there is also room for departments to customize the process to best suit their staff. Whichever method chosen, the same approach should be used for all members of a department.
Reed's approach is to:
- put dialogue, rather than paperwork, at the center of the process
- require supervisor and employee to share equal responsibility for the process
- foster holistic, long-term thinking about an employee's work, rather than task-specific thinking
- place greater emphasis on looking forward than looking back
Who should complete a performance review?
Performance reviews should be completed for all regular and on-call staff. As a general rule, if you are employed with Reed for a year or more, you should receive a performance review. In some cases, supervisors may wish to complete a performance review with a temporary employee.
How often and when are performance reviews done?
Performance reviews take place either once or twice per year. Each department selects a month in which they will conduct performance reivews.
Which form should we use?
Each department should use the same form for all its employees. Here is the Reed performance planning and review form which was updated in January 2015. If your department wishes to use a different form for performance reviews, that is fine. Please work with HR to develop one that meets your needs yet is in keeping with Reed's approach.
- Escape the Tyranny of Ratings and Forms in Performance Management by Jeannie Coyle
- Microsoft Abandons 'Stack Ranking' of Employees- The Wall Street Journal
- Get Rid of the Performance Review!- The Wall Street Journal
Books- *availabe for check-out in the HR office.
- Performance Conversations, An alternative to Appraisals- Christopher D. Lee*
- Abolishing Performance Appraisals- Tom Coens and Mary Jenkins*
- How to Be Good at Performance Appraisals- Dick Grote*
- Shine- Edward M. Hallowell, MD*
- Get Rid of the Performance Review!- Samuel Culbert