PURPOSE: Make practitioners comfortable about the thought and care going into the process to make sure it is fair, constructive, and valuable for the practitioners’ development.
We want practitioners to feel confident that we know what we’re doing. The process is generally consistent, but regions and service areas have done what they need to do beyond the core scope of the process to ensure that the right people provided input and that ratings fully reflect the performance of the individual relative to his or her goals for the year.
The points on the slide are general and apply to all regions and service lines, but presenters should augment the discussion with examples and comments about what’s happening in the particular region to ensure that the review process runs smoothly and is effective.
To ensure fairness, we put significant emphasis on Counselor Due Diligence
Consensus meetings, which are currently underway, consolidate all the input from service lines, regions, industries, counselees, etc.
Compensation and Promotion decisions will be announced together in early August
Performance Management Philosophy
Helping our people reach their full potential through focused development and evaluation
Supports our core values and our mission—helping our clients excel by helping our people excel
An ongoing, integrated process, not a one-time event
Provides opportunities for contact and connection with our people
Expectation that every individual is responsible for his/her professional development AND for helping to develop others