Objective

This policy outlines the procedures for evaluating employee performance at Apptimus. The primary objective of performance evaluations is to:

• Provide constructive feedback: To help employees understand their strengths and areas for improvement.
• Recognize and reward high performance: To acknowledge and appreciate outstanding contributions.
• Identify and address performance issues: To proactively address any concerns and support employee development.
• Support career growth and development: To assist employees in achieving their career goals.

Evaluation Process

Performance Review Cycle:

Performance reviews will be conducted every 9 months for the associates and 12 months for the seniors

Functional KPIs (70% Weight):

Each role has specific, measurable, achievable, relevant, and time-bound (SMART) functional KPIs as per job responsibilities and departmental goals.

Non-Functional KPIs (30% Weight):

• Attendance: Punctuality, adherence to work schedule, use of leave time.
• Company Policies: Compliance with company rules, regulations, and ethical guidelines, including data security and confidentiality (see Data Privacy & Security Policy).
• Teamwork: Collaboration, communication, support of colleagues, positive team attitude.
• Professionalism: Professional conduct, communication skills, client interaction, problem-solving.
• Initiative: Proactive engagement, volunteering for tasks, suggesting improvements.
• Complaints and Negatives: Absence of disciplinary actions, customer complaints, or negative feedback.

Each non-functional KPI will be assigned a weight based on its relative importance.

Performance Rating:

Employee performance will be assessed on a scale (e.g., 1-10, where 10 is "Exceeds Expectations").

Feedback:

• Managers will provide regular and constructive feedback to employees throughout the year.
• Employees will have the opportunity to provide self-assessments and discuss their performance with their managers.
• Feedback sessions will be conducted in a professional and constructive manner, focusing on both strengths and areas for improvement.

Performance Improvement Plans:

• For employees who are not meeting expectations, a Performance Improvement Plan (PIP) may be developed.
• PIPs will outline specific goals, timelines, and support mechanisms to help employees improve their performance.

Documentation:

• All performance reviews and related documentation will be maintained in employee files.