Introduction
At Oil Analysis Laboratories, we are committed to fostering a culture of excellence and continuous improvement. Our Performance Review Policy is designed to provide a structured framework for evaluating, recognising, and enhancing employee performance. This policy is integral to maintaining the high standards of our lab.
Scope
This policy applies to all permanent employees, contractors, and long-term interns.
Objectives
- To provide regular and structured feedback on employee performance.
- To identify strengths and areas for improvement.
- To align individual performance with the company’s strategic goals.
- To ensure new employees are given ample opportunity to show reasonable progression during their probationary period and subsequent employment thereafter.
Policy Guidelines
Frequency of Reviews
- Initial Review: Conducted 1 week, 1 month, 3 months with final review at 5 months before sign off probation after the start date for new hires. The goal to identify if the new employee can be signed off early for ahead of expectations progress or needs further support to meet the required skill levels by 6 month probationary period end.
- Bi-Annual Skill Assessment: A focused review to assess technical and soft skills.
- Annual Performance Review: A comprehensive review covering all aspects of performance, conducted yearly.
Components of the Review
- Self-Assessment: Employees must reflect and identify areas of improvement they believe they need to make before the review. Failure to do this will delay your review, and it will be rescheduled. Failure to do this on two consecutive reviews would be considered potential grounds for disciplinary procedures.
- Managerial Assessment: Direct supervisors will evaluate the employee’s performance based on OALs company values.
- Peer Reviews: Optional but encouraged to provide a well-rounded view of an employee’s performance and teamwork skills. These are often called 360 reviews and give improvement ideas side to side and down up as well as up down feedback.
Criteria for Evaluation
- Technical Competence: Mastery of role-specific skills and technologies.
- Quality of Work: Consistency and accuracy in deliverables. Performance during round proficiency test samples will form part of this criteria. Your average Z-score across tests performed will be used as part of the assessment.
- Teamwork and Communication: Ability to work well in a team and communicate effectively.
- Adherence to Policies: Compliance with company policies, including safety and ethical guidelines.
- Professional Development: Engagement in continuous learning activities and skill enhancement.
Feedback and Action Plans
- Constructive Feedback: Both strengths and areas for improvement will be discussed openly.
- Action Plans: Specific, measurable, achievable, relevant, and time-bound (SMART) goals will be set for the next review period. This should be limited to a maximum of 3 specific targets after two years and full training has been achieved. Before this period a maximum of 6 targets should be set to allow focus on achieving these goals.
- Training Recommendations: Based on the review, additional training or resources may be suggsted.
- Probation period lack of progress – the line manager will continuously assess throughout the probation period identifying where additional training and support may be needed. The goal being to help the new employee progress across the threshold of competency requirements. In the event of repeated lack of progress and/or lack of willingness to engage and show improvements in areas highlighted this may lead to disciplinary up to and including termination towards the end of the probation period if all reasonable efforts to bring the employee up to the required standards have failed.
Documentation
- Review Records: All performance reviews will be under your notes section of your HR section where you also book holiday leave.
- Action Plans: Agreed-upon action items and goals must be recorded.
- Progress during probation – the current status as pass, extend review period or terminate must be clearly documented at each review period with clear outline of what is expected of the employee by the next review and what support and training will be provided to assist in meeting the performance criteria.
Compliance
Failure to participate in performance reviews may result in disciplinary action and will be considered during future evaluations for promotions or raises and repeated poor performance to reach reasonable targets can result in disciplinary procedures up to and including dismissal.
Review of Policy
By adhering to this Performance Review Policy, we aim to create a transparent and constructive environment that encourages growth, aligns individual and company goals, and upholds the high standards of Oil Analysis Laboratories.
