Employee Performance Management Benchmarking Survey

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Content [What elements do you include in Performance Management?]:

Describe your performance evaluation formats

1a.Manager Evaluation of Employee Performance (select all that apply)

All Employees
Manager Only
Exempt Employees
Managers and exempt Employees only
No formal evaluation of Performance

1b. Employee Self Evaluation PLUS Manager Evaluation of Employee Performance (select all that apply)

All Employees
Manager Only
Exempt Employees
Managers and exempt Employees only
No formal evaluation of Performance

1c. 360 degree feedback – Subordinates, Peers, Managers. (select all that apply)

All Employees
Manager Only
Exempt Employees
Managers and exempt Employees only
No formal evaluation of Performance

2a. Is objective-setting an element of Performance Management?

Yes
No

2b. If yes, do you establish individual objectives based on corporate objectives for: (select all that apply)

All Employees?
Manager Only?
Exempt Employees?
Managers and exempt Employees only?
Not at all?

2c. Do you establish development and/or training objectives as part of objective-setting?

Yes
No

2d. How are development and/or training objectives weighted?

Equal weight as other objectives
Less weight than other objectives
More weight than other objectives

3a. Does your company provide training as part of Performance Management? (select all that apply)

Yes, via internal training
Yes, via external training
Yes, via tuition reimbursement
No
Other

3b. What is your average expenditure per employee on development and training?

$100 USD
$500 USD
$1000 USD
$2000 USD

3c. What percentage of employees takes advantage of the educational opportunities provided by your company (e.g., training, tuition reimbursement)?

Less than 10%
10% - 24%
25% - 50%
51% - 75%
76% - 90%
91% - 100%

4. Which of the following components are rated? (select all that apply)

Major job responsibilities
Job-specific competencies
Company performance standards
Objectives set at beginning of review cycle
Other

5. Do you use different evaluation forms for different levels?

Separate forms are used for managers and non-managers
Same form is used with an addendum for rating management skills
Separate forms are used for exempt and non-exempt employees
All employees are rated using the same form
Other configuration

6. How many levels of granularity (different ratings) are possible on the standard evaluation form(s)?

1 - 2
3 - 5
6 - 7
More than 7

7. What is the mix of objective (i.e., measurable results) and subjective (attitude, interpersonal/communication skills, leadership ability, etc.) measures?

% Objective

% Subjective

8. What is the breakdown of the performance evaluation focus – how much of the review evaluates past performance (BACKWARD focus) and how much focuses on objective setting and/or development for impending year (FORWARD focus)?

% Backward

% Forward

Process [How do you administer Performance Management?]:

9a. Who completes an employee's review? (select all that apply)

Direct Supervisor
Supervisors of Direct Supervisor
Department Vice President
HR department / performance evaluation department
President
Other

9b. Who reviews and/or approves employee evaluation forms? (select all that apply)

Direct Supervisor
Supervisors of Direct Supervisor
Department Vice President
HR department / performance evaluation department
President

10. Describe your evaluation cycle.

Focal
Anniversary date
Other

11. How do you hold managers accountable for submitting on-time reviews? (select all that apply)

They have individual "objectives" relating to providing appropriate, timely, consistent coaching to their employees
Their merit increases are withheld until their reviews are complete – merits are not made retroactive
Other

12. Describe how you train your employees for their review. (select all that apply)

Introduce employees to the form and process during orientation
During training events
During one-on-one meetings
Via the company intranet
Via an employee handbook or procedures manual
Other

13. How do you ensure/promote continuous feedback throughout the review period?

Require quarterly (or some other interval < 1 year) reviews – formal
Require quarterly (or some other interval < 1 year) reviews – informal
No process in place
Other

14. Does your review process encourage managers to gather input data from a variety of sources (peers, project team leaders, etc.) for use in the evaluation process?

Yes
No

15. Does you company publish or share: (select all that apply)

Ranking information
Leveling information
Salary band data

16. Do you use an off the shelf software Performance Management program?

Yes
Yes, but modified
No

Application [How does your company use its performance evaluation data?]

17. Do you recommend career development and/or training opportunities for your employees based on performance evaluation data?
Yes
No

18. Do you provide relevant development coaching, training, and/or career pathing coaching based on performance evaluation data?

Yes
No

19. How are the results of the annual review process tied to salary increases?

The performance evaluation only gives a "general idea" of how to apply salary increases.
The performance evaluation gives a general idea of how to apply salary increases, but some parts of the form are used quantitatively.
The performance evaluation is entirely numerical and factors directly into an employee's salary increase.

Evaluation [How effective is your process?]:

20. What is perceived satisfaction with your process by employees?
High
Medium
Low
Unknown

21. What is perceived satisfaction with your process by managers?

High
Medium
Low
Unknown

22. What is perceived satisfaction with your process by HR?

High
Medium
Low
Unknown

23. What is your compliance rate for on-time evaluations?

90% - 100%
75% - 90%
50% - 75%
Less than 50%

24. Do higher performance scores correlate to higher merits?

Yes
No
Unknown

25. Do higher performance scores correlate to higher retention?

Yes
No
Unknown


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