Refer to the following Q&A to see who should participate in the 2016 performance review process, when reviews must be completed and how the information collected will be used. If you did not receive an invitation from Lattice, and you believe you should have after reading the information below, please email People Ops so we can resolve any issues quickly.
Q: Why are we doing 2016 performance reviews?
A: We will use 2016 performance reviews as a guideline for awarding 2017 merit increases.
Q: Who will participate in this performance review process?
A: Team members who were hired before October 1, 2016 and meet all eligibility requirements for a 2017 merit increase will complete a Self Review and receive a Manager’s Review. Team members hired on or after October 1, 2016 or who are not eligible for a merit increase will participate in the 2017 performance cycle, which will kick-off in June 2017.
Q: What will performance reviews be based on?
A: Reviews will include three questions that will be rated by both the individual and their manager and two questions focused on recognizing strengths and development opportunities.
Individual Contributor (IC) Self Reviews include these five questions:
Manager Reviews for ICs include the same five questions and an overall performance summary.
Manager Self Reviews include these six questions:
Manager reviews for Managers included the same six questions and an overall performance summary.
Q: How long should the response to each question be?
A: The first three questions in the IC self and manager’s review and the first four questions in manager self and manager’s review require a comment and a rating response. Comments should be to the point and include specific examples which reinforce the selected rating response.
Q: What are the rating responses?
A: Ratings options include:
|Performance Ratings||Definition / Example Behaviors|
|Below Expectations||- Requires constant supervision and reminders to complete assignments|
|- Rarely produces work that meets expected standards|
|- Overall contribution to team is very low|
|- Communication is poor|
|- Not meeting some or all of the requirements of the job description|
|Met Expectations||- Needs minimal to no support from manager to complete assignments|
|- Work is of an acceptable quality with minimal errors|
|- Contributes to team discussions and idea generation|
|- Fulfills requirements of the job description|
|Exceeded Expectations||- Needs no support from manager to complete assignments|
|- Work is of an exceptional quality most of the time|
|- Seeks out opportunities to create innovative solutions|
|- Exceeds requirements of the job description|
|Greatly Exceeded Expectations||- Works independently to complete all assignments|
|- Delivers exceptional quality consistently|
|- Takes the lead in creating innovative solutions|
|- Greatly exceeds requirements of the job description|
|Truly Outstanding||- Takes the lead on complex work assignments|
|- Drives change in a positive way|
|- Contributes to team success and development|
|- Is seen as someone who sets the standard for others to follow|
|- Consistently adds value well beyond job requirements|
Q: Do individuals rate their own performance?
A: Yes, both the self review and manager’s review require a rating for performance questions. The manager’s review also includes an overall performance rating which will factor into the 2017 increase guidelines.
Q: When are performance reviews due?
A: All reviews must be completed by end of day (EST) Wednesday, April 19, 2017.
Q: Will we have an opportunity to review and compare self and manager reviews?
A: Yes, managers will receive a copy of self reviews as they are completed. After all managers are finished, we will close the 2016 review cycle and share manager reviews with their direct reports to facilitate open and meaningful dialog around alignment and differences between manager and self reviews. Performance gaps identified should generate productive development conversations.
Managers: In cases where you’ve identified your top performer, we should learn from what makes that person successful to share with others. In cases where below average performance is identified, you should plan to deliver a PIP to clearly identify performance gaps and expected changes.
Q: Why link performance to the increase process?
A: Cost of living adjustments (COLA) do not encourage participation, generate mediocrity, and lead to the disengagement of high performers, while performance-based (merit) increases reward results and motivate continued development and higher achievements.
Q: When will we hear about 2017 merit increases?
A: After the performance process is complete, we will ask managers to weigh in on suggested merit increase guidelines. Management recommendations will then be reviewed by each division executive and the CEO for final approval. If we stick to the established deadlines, we anticipate increases will be effective May 1, 2017.
To assist with the performance review steps in Lattice:
Once People Ops launches a review cycle you should receive an email invitation from Lattice to begin the review process. From the email notification:
Once People Ops closes a review cycle:
Late Reviewers (alternate manager):
Lattice Help Center Articles:
If you have any questions or concerns as you go through the 2016 performance cycle, please reach out to People Ops.