Quy trình đánh giá nhân sự¶

Overview¶

HR evaluation process for ALL IN gym staff includes multiple assessment methods conducted on different timelines to ensure comprehensive performance review and career development.

Evaluation Components (40 points each)¶

1. KPI-Based Assessment (40%)¶

Performance against KPI targets
Quarterly review for measurable metrics
Scoring:
120% achievement: 40 points
100-120%: 35 points
80-100%: 25 points
<80%: 15 points

2. Competency Evaluation (40%)¶

Technical Competencies: - Job-specific skills - Technical knowledge - Certifications and qualifications - Performance quality

Behavioral Competencies: - Communication - Teamwork - Problem-solving - Reliability - Customer service

Scoring: 1-10 scale per competency

3. 360-Degree Feedback (15%)¶

Peer feedback (33%): From colleagues
Manager feedback (33%): From supervisor
Direct report feedback (33%): From team members (if applicable)
Scoring: Average of all feedback sources

4. Self-Assessment (5%)¶

Self-evaluation of performance
Goal achievement reflection
Development areas identification

Review Cycles¶

Monthly Review (Informal)¶

Manager 1-on-1 check-in
Progress discussion on current goals
Feedback and coaching
Adjustment of objectives if needed

Quarterly Review (Formal)¶

KPI assessment
Competency evaluation
Goal progress review
Development plan update
Documentation for annual review

Annual Review (Comprehensive)¶

Full 360-degree feedback collection
Cumulative KPI assessment
Career development discussion
Compensation adjustment decision
Promotion/advancement evaluation

30-60-90 Day Review (New Employees)¶

30-day check: Basic onboarding completion
60-day check: Role competency development
90-day decision: Confirmation or adjustment

Evaluation Scoring System¶

Overall Rating Scale¶

5 - Exceeds Expectations (120%+ achievement)
4 - Meets Expectations (100-120%)
3 - Meets Most Expectations (80-100%)
2 - Below Expectations (60-80%)
1 - Does Not Meet Expectations (<60%)

Calculation Formula¶

Overall Score = (KPI × 0.40) + (Competency × 0.40) + (360-Feedback × 0.15) + (Self-Assessment × 0.05)

Career Development Plan¶

Development Path¶

Current Role Mastery (0-6 months)
Specialization (6-18 months)
Leadership/Senior Role (18+ months)

Development Activities¶

Training Programs: Monthly skills training
Certifications: 2+ certifications per year
Mentoring: Pairing with senior staff
Cross-functional Projects: Expand experience
Leadership Programs: For advancement track

Success Metrics¶

Skill acquisition rate
Project completion
Certification achievement
Peer feedback improvement

Compensation Linking¶

Salary Structure¶

Base Salary: Role and experience level
Performance Bonus: 10-20% based on annual rating
KPI Bonus: 5-10% of salary if KPI targets exceed 100%

Bonus Calculation¶

Annual Bonus = (Base Salary × 12) × Bonus Percentage

Bonus Percentage by Rating¶

Rating 5: 20% bonus
Rating 4: 15% bonus
Rating 3: 10% bonus
Rating 2: 5% bonus
Rating 1: 0% bonus

Promotion Criteria¶

Rating 4 or 5 for 2 consecutive years
Demonstrated leadership potential
All competencies at or above standard
Manager recommendation

Performance Improvement Plan (PIP)¶

Trigger¶

Rating 2 or below for 2 consecutive reviews
Critical competency gap
KPI underachievement (>30% below target)

Process¶

Formal notification with specific improvement areas
30-day improvement plan with clear targets
Weekly coaching and feedback
Final evaluation at 30 days

Outcomes¶

Success: Return to normal review cycle
Partial Success: Extended 30-day plan
No Progress: Termination consideration

Documentation Requirements¶

Review Records¶

Performance ratings and scores
Feedback summaries
Development plans
Compensation decisions
Signature/acknowledgment

Retention Period¶

Active employees: Duration of employment + 3 years
Separated employees: 3 years after separation
Legal hold: As required by law

Bài viết liên quan¶

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