Anthony MurrellPerformance Management and Documentation
This policy applies to all full-time and part-time employees.
Fair Evaluation
As manager, it is your responsibility to fairly, accurately, clearly and honestly evaluate the performance of employees and provide them with well-defined goals for professional development and improved performance, not just at the formal annual review, but consistently throughout the year.
Positive Feedback
Excellent work should never go unnoticed and neither should poor work. You should give positive and constructive feedback to employees as appropriate. Positive feedback motivates further good work and thoughtful, constructive feedback pointing out areas for improvement is an effective way of developing the skills of employees who are not meeting expectations.
Timely Feedback
Feedback, both positive and negative, should be given in a timely manner – – don’t wait for the annual review to recognize good work or deal with performance problems. Feedback also should be given in the proper environment – ¬negative feedback should be shared with employees in private.
Consistent Treatment of Employees
It also is important that you treat employees fairly and consistently. Do not ignore the poor performance of one employee in a particular area while pointing out the equally poor performance of another employee in the same area. Treating employees in a fair and consistent fashion when it comes to performance issues gives employees a clear sense of what is expected of them and it also helps to avoid employee complaints and litigation.
Performance Improvement Plan
In the case of an employee who is not meeting performance expectations, you should clearly explain what the problem is and offer suggestions for how the employee can improve. In appropriate cases, you might tell the employee that you would like to put the employee on a performance improvement plan and revisit the issue in a few days or weeks to see if the employee is improving. When you decide to put an employee on a performance improvement plan, set specific and clear goals and timetables and reevaluate the employee’s performance when you say you will. It is important to acknowledge small improvements as they happen and, if action is warranted, take it promptly. The important thing is that there should be no surprises for the employee who is not meeting performance expectations. It is also a good idea to have two individuals present when an employee is getting a negative review, so that there are no misunderstandings about what was covered or communicated in the meeting.
Constructive Counseling:
Performance Improvement Plan:
Documentation
In appropriate cases, you should document examples of good and poor performance, accomplishments and failures, and the conversations you have had with employees regarding the same. Be sure to detail any agreed upon resolutions or plans with respect to employees whose work product is falling short of expectations. If you need to make a legitimate personnel change due to performance issues, you may have hamstrung your ability to do so by failing to develop timely, honest and documented back-up to justify it. Documentation also will help you complete each employee’s Annual Assessment Form and set compensation fairly (see Policy 11.2). Memories fade and consistently maintained documentation throughout the year will ensure that the annual review is accurate, thorough and meaningful.
Annual Assessments
This policy applies to all full-time and part-time employees.
Consistently throughout the year you should evaluate and document the performance of employees at your location and provide them with honest feedback and clear goals for professional development and improved performance.
You also are responsible for conducting a more formal evaluation of each employee at your location on an annual basis, unless business needs or the conduct and/or performance of an employee warrant the formal evaluation taking place at a different time.
All salaried employees are given annual assessments at the end of each calendar year.
For each such employee, you will receive information from the Corporate Human Resources Department by early December with instructions and processes to be followed.
For hourly employees, annual assessments are provided on or about each anniversary of the employee’s hire date. Use the Annual Assessment Form for hourly employees. Seasonal employees should be given annual assessments at the end of the season in which they work, if that happens to occur prior to the anniversary of their hire date.
Your assessment will be used to determine salaries, bonuses and promotions, so it is important to be fair, accurate, honest, clear and consistent.
Under no circumstances should you skip or delay an employee’s annual assessment.
Employee Training and Education
Commitment to Education and Training
The Company is committed to provide ongoing job-appropriate training and education to employees. Employee training and education results in added value for our clients and the enhancement of long-term business growth.
Manager’s Role
As a manager, you are asked and expected to motivate, lead, coach, teach, evaluate and guide those working for you on a daily basis. Consistent and constructive feedback of employee’s performance is crucial to the education and development of employees as is the setting of goals for each employee as part of the Annual Assessment.
Training and Education Opportunities
Depending on the location and the specific business needs of the location, the Company may provide, in its discretion, the following types of training, including, but not limited to:
- Periodic training at each location on personnel issues, which may include Equal Employment Opportunity requirements, harassment, discrimination, retaliation, complaint and investigation procedures, diversity in the workplace, problem resolution and management issues.
- Training related to the service of alcohol pursuant to the TIPs and Team Programs and the nationally-recognized ServSafe Program.
- Job specific training (e.g., accounting workshops for accounts receivable or payroll clerks).
- Security and safety training.
- An Educational Assistance Program under which the Company finances the cost of certain academic coursework.
Employee Requests
Employee requests for additional training should be directed to the Corporate Human Resources Department.
Educational Assistance Program
Sodexo Live! has an Educational Assistance program that provides financial support to eligible employees for undergraduate or graduate level courses which will enhance his or her skills in current or anticipated assignments.
Full-time employees with one year of full-time service are eligible. Approval for coursework must be obtained from the Human Resources Department before registering for classes. A grade of C or better (or Pass) is required.
Sodexo Live! may reimburse tuition cost of up to $3,500.00 per year. Registration fees, book expenses, supplies, parking, lab fees, and other fees are not covered.
Educational Assistance Application
Relocation Program
The Company has in place a relocation assistance program for certain employees who are asked to relocate. The program includes allowances, reimbursements and professional services to offset the impact of the relocation. Please refer to Sodexo Live! Relocation Guidelines for Homeowners and Renters. This may be provided upon request from the Corporate Human Resources Department.