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PERFORMANCE REVIEWS
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PERFORMANCE REVIEWS
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Our current performance review cycle concurs with our current fiscal calendar, i.e. July 1-June 30. Our company is changing the fiscal year calendar from July-June to calendar year, Jan-Dec. For 2008
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Forums » Topic Forums » Recruiting & Staffing » PERFORMANCE REVIEWS
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PERFORMANCE REVIEWS
posted at 10/12/2007 9:37 AM EDT
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Posts: 1
First: 10/12/2007 Last: 10/12/2007 |
Our current performance review cycle concurs with our current fiscal calendar, i.e. July 1-June 30. Our company is changing the fiscal year calendar from July-June to calendar year, Jan-Dec. For 2008 I am proposing a Oct/Nov review period with increases effective Jan 1, 2009. My senior management thinks it is too long a period for employees to go without salary increase (it will approx 18th months before they receive increase). What are the opinions and/or suggestions of others on how to sell this to employees? Or should I conduct an "interim" review cycle? I would appreciate your feedback. |
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PERFORMANCE REVIEWS
posted at 10/12/2007 12:16 PM EDT
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Posts: 9
First: 7/9/2007 Last: 11/5/2007 |
I am curious as to why you conduct performance reviews on everyone at the same time. We always conduct a 6 month review, just to track how the employee is doing, then again on their 1 year anniversary, and every year afterwards. They only get their raise on their anniversary. That way every employee has to wait the same amount of time to get their raise.
I can see managements point of not wanting their employees to wait 18 months to get a raise - I'm not sure how many employees you would have left after that! |
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PERFORMANCE REVIEWS
posted at 10/18/2007 3:53 AM EDT
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Posts: 2
First: 10/18/2007 Last: 10/18/2007 |
Review of pay produce results better when based on an employees performance.This ensures that all personnels pull up their socks in all that they are doing.Unlike when an employee has in mind that result produced or not produced the raise is there, this spirit develops tick character in an organisation employee if encouraged |
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PERFORMANCE REVIEWS
posted at 10/18/2007 12:35 PM EDT
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Posts: 3870
First: 2/12/2002 Last: 11/2/2009 |
bcatauro: you might have better responses to your question in the Benefits and Compensation forum.
Natalia: Lots of past discussions in the Benefits and Compensation forums on this very subject. While your point about a 6 month review is a good one and it should be done, many companies have gone to annual focal reviews for all employees because it allows: 1. Easier administration to process reviews and pay increases all at once. 2. The amount of time you have to spend tracking down and killing those 10% of managers who just can't get reviews done on time is practically eliminated. 3. Better merit pay budget management. You can manage your increases within the established budget by doing increases all at once and establishing dollar amounts each manager can spend on increases based on the total salaries of her/his subordinates. 4. More objective evaluations of employees as opposed to doing them on anniversary dates. By having a manager evaluate all his or her employees at once, it's easier to identify which ones are the top producers and which ones need improvement. When doing anniversary reviews, there tends to be a bit of a halo effect which skews review results invariably to the "above average" or "excells" categories. |
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