This lesson explains how your final performance score is calculated, depending on your job level.

Think of it like a report card where different parts have different weights.

The 3 Parts of Your Score

1. Manager Review – Your manager rates your work.

This is the largest part of your score for almost everyone. It includes three components:

• Scorecard – The manager’s assessment of the employee’s delivery on outcomes, competencies, and behavioral expectations.
• Goals – The employee’s achievement of quarterly goals, auto-synced from Talenta.
• Absenteeism & Reprimands – Evaluation of timekeeping, presence, and overall discipline.

2. Annual Self Review – You rate yourself. 

You reflect on your own performance and achievements. It only includes:

• Scorecard – Self-assessment of delivery, behavior, and growth. Absenteeism is not included in the self-review.

3. Team Review – Your teammates rate you.

Not all job levels include this—it’s mainly for leaders (Executives and Senior Managers). 

Team reviews are structured peer-to-peer evaluations used exclusively for the executive team and senior managers. Each executive receives feedback from a group of nominated peers within the organization. 

This ensures accountability and provides well-rounded insight into leadership, collaboration, and strategic impact at the highest level.

• Scorecard – The Executive and Senior Manager to be evaluated by their peers based on delivery of outcomes, competencies, and behavioral expectations.

Key Idea: Different Jobs, Different Weights

Your job level determines how much each part counts toward your total score:

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Example:

If you’re a Staff employee:

• 85% of your score comes from your manager.
• 15% comes from your self-review.
• Team review does not apply.

If you’re an Executive:

• 60% from manager, 20% from self-review, 20% from team review.

What Are the Deductions in Performance Scoring ?

After the weighted performance score is calculated, deductions may apply based on reprimands and unrecorded absenteeism. These deductions apply consistently across all levels and are critical in upholding accountability. A detailed explanation will be provided in the following lessons.

Why Does This Matter?

Your final performance score can affect:

• Promotions
• Salary increases
• Bonuses (if applicable)
• Career development opportunities

So it’s important to understand how you’re being evaluated and what your manager expects.

Quick Tips for Success

✅ For everyone: Your manager’s review matters the most. Build a good working relationship and communicate regularly about your goals.

✅ Do your self-review thoughtfully: Be honest and highlight your achievements.

✅ If you’re a leader (Executive/Senior Manager): Your team’s opinion of you also counts—focus on teamwork and communication.

✅ Avoid absenteeism & reprimands: Follow company policies and meet performance expectations.