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What Gets Evaluated?

Your annual performance review is based on three main components:

1. Role Scorecard (Outcomes & Competencies)

Your role scorecard defines what success looks like in your specific position. It includes:

• Outcomes: The results and deliverables expected from your role—what you're accountable for producing
• Competencies: The skills, behaviors, and qualities you need to demonstrate—how you do your work

Example: For a Property Manager, outcomes might include "Maintain 95% tenant retention rate" and "Ensure all properties pass safety inspections." Competencies might include "Communication," "Problem-solving," and "Attention to detail."

2. Average Achievement of Quarterly Goals

Your performance across all four quarters is averaged to show your consistency and overall achievement. This means:

• Your Q1, Q2, Q3, and Q4 goal review scores are combined
• The average shows whether you consistently met expectations or had ups and downs
• Steady, reliable performance is valued just as much as occasional exceptional quarters

Example: If you scored "Met Expectations" in Q1, Q2, and Q4, and "Exceeded Expectations" in Q3, your average would show strong, consistent performance with one standout quarter.

3. Discipline

This refers to your adherence to OXO's policies, work standards, and professional conduct. It includes:

• Attendance and punctuality
• Following company policies and procedures
• Professional behavior and workplace conduct
• Any disciplinary issues or commendations

Most employees maintain good standing in this area simply by being professional, reliable, and respectful.

How Does It Work?

The annual performance review process is thorough and involves multiple perspectives:

• Manager Feedback: Your direct manager provides the primary evaluation, based on their observations of your work throughout the year
• Peer Input (in some cases): Depending on your role, colleagues you work closely with may be asked to provide feedback on your collaboration, teamwork, and contributions
• Self-Assessment: You may be asked to reflect on your own performance and achievements
• Performance Data: Objective metrics, such as your quarterly goal achievement scores and measurable outcomes, are reviewed

All of this information is combined to determine your final performance score—a rating that represents your overall contribution for the year.