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    The Performance Wheel and Guidance

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    Mohamed Moussaoui
    The Performance Wheel is a tool used by managers and employees during performance development review (PDR) meetings. It evaluates an employee's performance in up to six competencies discussed during the meeting. The wheel segments list each competency and performance is rated on the wheel using the following scale: exceeds standards (zone 8-10), meets standards (zone 5-8), developing with slight improvement needed (zone 2-5), and needs substantial support (zone 0-2). The rating process provides definitions for each performance level to help managers accurately assess an employee's performance.

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    The Performance Wheel and Guidance

    Uploaded by

    Mohamed Moussaoui
    42 views3 pages
    The Performance Wheel is a tool used by managers and employees during performance development review (PDR) meetings. It evaluates an employee's performance in up to six competencies discussed during the meeting. The wheel segments list each competency and performance is rated on the wheel using the following scale: exceeds standards (zone 8-10), meets standards (zone 5-8), developing with slight improvement needed (zone 2-5), and needs substantial support (zone 0-2). The rating process provides definitions for each performance level to help managers accurately assess an employee's performance.

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    The_Performance_Wheel_and_Guidance

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    The Performance Wheel is a tool used by managers and employees during performance development review (PDR) meetings. It evaluates an employee's performance in up to six competencies discussed during the meeting. The wheel segments list each competency and performance is rated on the wheel using the following scale: exceeds standards (zone 8-10), meets standards (zone 5-8), developing with slight improvement needed (zone 2-5), and needs substantial support (zone 0-2). The rating process provides definitions for each performance level to help managers accurately assess an employee's performance.

    Copyright:

    © All Rights Reserved
    Download as DOC, PDF, TXT or read online from Scribd
    Download as doc, pdf, or txt
    42 views3 pages

    The Performance Wheel and Guidance

    Uploaded by

    Mohamed Moussaoui
    The Performance Wheel is a tool used by managers and employees during performance development review (PDR) meetings. It evaluates an employee's performance in up to six competencies discussed during the meeting. The wheel segments list each competency and performance is rated on the wheel using the following scale: exceeds standards (zone 8-10), meets standards (zone 5-8), developing with slight improvement needed (zone 2-5), and needs substantial support (zone 0-2). The rating process provides definitions for each performance level to help managers accurately assess an employee's performance.

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    The Performance Wheel

    To be completed by manager and employee

    In preparation for the PDR meeting, the manager and the employee will have
    chosen up to 6 competencies to be discussed. The performance wheel is a
    tool to help evaluate an employee’s performance in these areas.

    1. Along the outer rim of the wheel, record the competencies that are going
    to be discussed (one in each segment of the wheel)

    2. Gather evidence to assess performance for each competency.

    3. Using the rating process (and appropriate guidance), decide where you
    feel the performance for each competency sits on the wheel. Mark this on
    the wheel for each competency segment.

    The Rating Process


    Outer Rim Write down the competency to be assessed here
    Zone 8-10 Exceeds expected standards
    Zone 5-8 Meets expected standards
    Zone 2-5 Developing- needs slight improvement and support
    Zone 0-2 Needs substantial support
    The Rating Process

    The following rating process has been developed to be assist evaluating


    performance when using the Performance Wheel and the ‘Performance
    Appraisal Review - Form 2’. These definitions have been designed to help
    managers decide how to rate their employees.

    Exceeds expected standards


    An employee should be awarded an ‘exceeds’ rating when their performance
    is consistently above the requirements of the role. If there are a limited
    number of instances of excellence, the appropriate rating is ‘Meets’ and an
    additional comment may be appropriate, and the manager could add
    ‘Sometimes demonstrates exceeds’.

    Meets expected standards


    An employee should be awarded a ‘meets’ rating when their performance is
    consistently meeting the requirements of the post and improvement is not
    needed. Sometimes an employee and manager agree that the performance
    is good rather than satisfactory. ‘Meets’ will be an appropriate rating in this
    instance, but managers can make additional comments if good performance
    should be noted.

    Developing – needs slight improvement and support


    Sometimes an employee is very good at most things in their role, but there
    are one or two areas that could be improved. We all have our strengths and
    weaknesses. An employee and manager should discuss how important these
    weak areas are to the overall performance of the job under review and then
    note that in this instance the post holder is ‘Developing’.

    If there is an area that needs to improve, it would be appropriate to discuss


    how this improvement can be achieved and the support that the manager will
    provide through coaching, mentoring, training, monitoring and feedback. The
    employee then needs to agree what they will aim to achieve and take the
    appropriate steps to improve.

    Needs substantial support


    If the employee is consistently below the expected standard and is regularly
    requiring a substantial amount of support from the manager or team, a
    manager may decide that this is an appropriate rating.

    In these instances it is vital that a manager and employee draw up an action


    plan to address these areas immediately. You may need to increase review
    meetings to closely monitor performance and improvement.

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