This Values Based Performance Review document serves as a crucial tool for organizations seeking to align their performance management systems with their corporate values while maintaining compliance with Irish employment law. It is designed for use when companies want to transition from traditional performance metrics to a more holistic, values-driven approach to employee evaluation. The document incorporates requirements from key Irish legislation including the Employment Equality Acts 1998-2015, Data Protection Act 2018, and Unfair Dismissals Acts 1977-2015. It provides comprehensive guidance on implementing values-based performance reviews, including evaluation criteria, review procedures, documentation requirements, and appeal processes. This framework is particularly relevant in the current business environment where organizational culture and values play an increasingly important role in employee performance and engagement.
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1. Introduction and Purpose: Outlines the objectives of the values-based performance review system and its alignment with company goals
2. Company Values Framework: Detailed description of each company value and how they translate into observable behaviors and performance indicators
3. Review Process Overview: Explains the frequency, timing, and overall structure of the review process
4. Performance Evaluation Criteria: Detailed explanation of how values-based behaviors are evaluated, including rating scales and measurement approaches
5. Roles and Responsibilities: Defines the roles of reviewers, reviewees, HR, and other stakeholders in the process
6. Review Meeting Guidelines: Protocol for conducting review meetings, including preparation, documentation, and follow-up requirements
7. Development Planning: Framework for creating and implementing personal development plans based on review outcomes
8. Appeals Process: Procedures for employees to challenge or appeal review outcomes
1. Reward and Recognition Framework: Include when the review system is directly linked to compensation or rewards
2. Remote Work Considerations: Include for organizations with remote or hybrid working arrangements to address virtual performance evaluation
3. Probationary Period Reviews: Include if the system applies differently to employees during their probationary period
4. Cultural Sensitivity Guidelines: Include for multinational organizations or diverse workforces to ensure cultural aspects are considered
5. Performance Improvement Procedures: Include when specific procedures for addressing underperformance need to be outlined
1. Schedule A: Performance Review Form Template: Standard template for documenting the performance review, including values-based competencies and rating scales
2. Schedule B: Self-Assessment Form: Template for employee self-evaluation against values-based criteria
3. Schedule C: Development Plan Template: Structure for documenting agreed development actions and goals
4. Schedule D: Values Behavior Matrix: Detailed matrix showing how company values translate into observable behaviors at different performance levels
5. Schedule E: Review Timeline and Checklist: Annual calendar of review activities and checklist for each review cycle
6. Appendix 1: Glossary of Terms: Definitions of key terms used in the review process
7. Appendix 2: Frequently Asked Questions: Common questions and answers about the values-based review process
Relevant legal definitions
Clauses
Relevant Industries
Technology
Financial Services
Professional Services
Healthcare
Education
Manufacturing
Retail
Non-profit
Public Sector
Telecommunications
Consulting
Hospitality
Media and Entertainment
Relevant Teams
Human Resources
Senior Leadership
People Operations
Learning and Development
Employee Relations
Organizational Development
Legal
Department Management
Employee Experience
Talent Management
Relevant Roles
Chief Executive Officer
Human Resources Director
HR Manager
Department Manager
Team Leader
Performance Management Specialist
HR Business Partner
Learning and Development Manager
Talent Development Specialist
Operations Manager
Line Manager
Supervisor
Employee Relations Manager
Organizational Development Consultant
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