The GE Performance Review Process is a comprehensive evaluation system for refining employees' skills, enhancing job clarity, and setting future objectives.
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Identify employees to review
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Define the OHF (objectives, purpose, targets) of each position
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Task clarification with the respective supervisor
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Approval: Task Clarification
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Collect the needed data from employee's record
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Conduct self-assessment through defined questionnaire
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HR compiles the results
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Task performance review
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Approval: Task Performance Review
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Skills and capabilities assessment
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360 degree feedback collection
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HR conducts review
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Approval: HR Review
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Identify areas for improvement
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Set next objectives
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Present the assessment results to the employee
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Approval: Assessment Results
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Create a plan of action for any identified areas of development
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Task training/targets for improvement
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Follow up on Plan of Actions
Identify employees to review
This task involves identifying the employees who will be included in the performance review process. It plays a crucial role in ensuring all employees get a fair assessment and recognition for their contributions. By identifying the employees, we can gather valuable insights on their performance and make informed decisions on areas of improvement. The desired result is to have a comprehensive list of employees ready for the performance review process. Some potential challenges include missing or incomplete employee records or a large number of employees to review. To overcome these challenges, we can rely on HR and departmental records, collaborate with supervisors for missing data, and use automated tools to streamline the identification process.
Define the OHF (objectives, purpose, targets) of each position
In this task, we define the OHF (objectives, purpose, targets) for each position to ensure clarity and alignment between the employee's role and the company's goals. This task is crucial in establishing clear expectations and guiding employees towards success. It impacts the overall performance review process by providing a framework for evaluating achievements and progress. The desired results are well-documented OHFs for each position that serve as a reference for performance assessments. To accomplish this, we need to gather input from supervisors and department heads, review existing job descriptions, and collaborate with stakeholders to finalize the OHFs.
Task clarification with the respective supervisor
This task involves clarifying tasks with the respective supervisor to ensure a mutual understanding of expectations and goals. It plays a critical role in fostering effective communication and reducing potential misunderstandings. By clarifying tasks, employees can align their efforts with the supervisor's expectations, improving overall performance. The desired result is a clear and shared understanding of tasks and responsibilities. Potential challenges may include unclear task descriptions or miscommunication between employees and supervisors. To address these challenges, it is essential to schedule regular meetings, ask specific questions, and actively listen to the supervisor's feedback.
Approval: Task Clarification
Will be submitted for approval:
Task clarification with the respective supervisor
Will be submitted
Collect the needed data from employee's record
In this task, we collect the necessary data from the employee's record to gather insights for the performance review process. Collecting accurate and up-to-date data is crucial to ensure a fair and comprehensive assessment. This task impacts the overall performance review process by providing crucial information on the employee's performance and achievements. The desired result is a comprehensive data collection from the employee's record. Potential challenges may include incomplete or outdated records. To overcome these challenges, we can collaborate with HR and relevant departments to gather missing data, validate the accuracy of existing data, and use automated tools for data extraction.
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Performance metrics
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Training records
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Feedback received
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Projects & achievements
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Certifications
Conduct self-assessment through defined questionnaire
This task involves conducting a self-assessment by the employee through a defined questionnaire. Self-assessment provides employees with an opportunity to reflect on their own performance and identify areas for improvement. It plays a critical role in promoting self-awareness and accountability. The impact on the overall performance review process is the collection of valuable insights from the employee's perspective. The desired result is a completed self-assessment questionnaire. Potential challenges may include subjective self-evaluation or lack of clarity in the questionnaire. To mitigate these challenges, we can provide clear instructions, use a balanced scoring system, and offer support for employees who need assistance.
HR compiles the results
In this task, HR compiles the results from various assessment sources, including supervisors, self-assessments, and other stakeholders' feedback. Compilation of results is crucial for gaining a holistic view of the employee's performance and identifying patterns. This task impacts the overall performance review process by providing consolidated data for analysis and decision-making. The desired result is a compiled report containing assessment results. Potential challenges may include data inconsistency or discrepancies. To address these challenges, HR needs to establish data validation procedures, cross-reference different sources, and clarify any discrepancies with relevant parties.
Task performance review
This task involves reviewing the employee's task performance based on the defined OHFs (objectives, purpose, targets) and other relevant criteria. Performance reviews are essential for evaluating the employee's accomplishments, strengths, and areas for improvement. Task performance review impacts the overall performance review process by providing specific feedback on task-related performance. The desired result is a comprehensive evaluation of the employee's task performance. Potential challenges may include subjective evaluations or inconsistent criteria. To address these challenges, we need to establish objective evaluation criteria, provide specific examples and evidence, and seek input from multiple perspectives.
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Teamwork
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Problem-solving
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Communication skills
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Time management
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Adaptability
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Leadership skills
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Technical knowledge
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Creativity
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Decision-making
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Attention to detail
Approval: Task Performance Review
Will be submitted for approval:
Task performance review
Will be submitted
Skills and capabilities assessment
In this task, we assess the employee's skills and capabilities relevant to their role and responsibilities. Skills and capabilities assessment helps identify strengths and areas for development, enabling targeted improvement initiatives. It impacts the overall performance review process by providing insights on skill gaps and training needs. The desired result is a comprehensive assessment of the employee's skills and capabilities. Potential challenges may include limited assessment methods or subjective evaluations. To address these challenges, we can use a combination of assessment tools, seek input from supervisors and colleagues, and provide opportunities for self-reflection.
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Beginner
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Intermediate
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Advanced
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Expert
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Not applicable
360 degree feedback collection
This task involves collecting 360 degree feedback from various sources, including supervisors, colleagues, subordinates, and other stakeholders. 360 degree feedback provides a comprehensive and well-rounded perspective on the employee's performance and impact on others. It impacts the overall performance review process by providing valuable insights from multiple viewpoints. The desired result is a consolidated report of 360 degree feedback. Potential challenges may include confidentiality concerns or conflicting feedback. To address these challenges, we need to ensure confidentiality and anonymity, provide clear guidelines for feedback, and facilitate open communication.
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Supervisor
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Colleagues
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Subordinates
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Clients
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External stakeholders
HR conducts review
In this task, HR conducts a comprehensive review of the employee's performance based on the gathered data and feedback. Conducting a review ensures consistency and fairness in the assessment process. HR's review impacts the overall performance review process by providing an independent perspective and facilitating objective decision-making. The desired result is HR's review report that includes an assessment summary and recommendations. Potential challenges may include biases or incomplete data. To address these challenges, HR needs to follow standardized evaluation criteria, cross-reference multiple sources, and seek clarification when necessary.
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Promotion
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Training opportunities
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Mentorship
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Performance improvement plan
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Rewards and recognition
Approval: HR Review
Will be submitted for approval:
HR conducts review
Will be submitted
Identify areas for improvement
In this task, areas for improvement will be identified based on the performance review and feedback. Identifying areas for improvement helps in creating tailored development plans. The desired result is a list of areas for improvement. What factors should be considered in identifying areas for improvement? What potential challenges might arise in this task? How can these challenges be addressed? Resources or tools needed for this task may include performance review reports or development plan templates.
Set next objectives
This task involves setting the next objectives for each employee based on the performance review. Setting next objectives helps in aligning employees' goals with organizational goals. The desired result is a clear set of objectives for each employee. What challenges might arise in setting next objectives? How can these challenges be addressed? Resources or tools needed for this task may include goal-setting frameworks or performance improvement plans.
Present the assessment results to the employee
In this task, the assessment results will be presented to the employee to provide feedback on their performance. Presenting the assessment results encourages transparency and open communication. The desired result is a clear presentation of the assessment results to the employee. Are there any challenges in presenting the assessment results? How can these challenges be overcome? Resources or tools needed for this task may include presentation templates or visual aids.
Approval: Assessment Results
Will be submitted for approval:
HR compiles the results
Will be submitted
Present the assessment results to the employee
Will be submitted
Create a plan of action for any identified areas of development
This task involves creating a plan of action to address the identified areas of development. A well-defined plan of action helps in guiding the employee towards improvement. The desired result is a comprehensive plan of action for each identified area of development. What should be included in the plan of action? What potential challenges might arise in this task? How can these challenges be addressed? Resources or tools needed for this task may include action plan templates or development resources.
Task training/targets for improvement
In this task, training or targets for improvement will be identified based on the areas of development. Providing appropriate training or setting targets helps in enhancing the employee's skills and performance. The desired result is a clear training plan or targets for improvement. What challenges might arise in providing training or setting targets? How can these challenges be addressed? Resources or tools needed for this task may include training resources or goal-setting frameworks.
Follow up on Plan of Actions
This task involves following up on the plan of actions created to address the identified areas of development. Regular follow-ups help in tracking progress and providing necessary support. The desired result is an effective follow-up on the plan of actions. What challenges might arise in the follow-up process? How can these challenges be addressed? Resources or tools needed for this task may include progress tracking tools or communication channels.
