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Formal Review Process

The document outlines the formal review process and participants at the author's firm. It describes the phases as including goal setting, criteria establishment, self-assessment, 360-degree feedback, managerial input, employee input, and formal documentation. The key participants are reviewers, a moderator, the author, a scribe, managers, and a quality assurance team. The formal review process then lists the specific steps as goal setting, criteria establishment, self-assessment, feedback, input, documentation, metrics, check-ins, goal revisions, training plans, recognition, feedback sessions, and continuous improvement.

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aliza khani
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97 views2 pages

Formal Review Process

The document outlines the formal review process and participants at the author's firm. It describes the phases as including goal setting, criteria establishment, self-assessment, 360-degree feedback, managerial input, employee input, and formal documentation. The key participants are reviewers, a moderator, the author, a scribe, managers, and a quality assurance team. The formal review process then lists the specific steps as goal setting, criteria establishment, self-assessment, feedback, input, documentation, metrics, check-ins, goal revisions, training plans, recognition, feedback sessions, and continuous improvement.

Uploaded by

aliza khani
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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A.

Here are the Phases of formal review process to perform this activity in my firm;

B. Here are the Participants to perform this activity in my firm;


1. Reviewers/Peers
2. Moderator/Facilitator
3. Author/Presenter
4. Scribe/Recorder
5. Managers/Stakeholders
6. Quality Assurance (QA) Team

C. Below is the formal review process for my firm;

Goal Setting: Clearly define the objectives and expectations for the review process, aligning them
with organizational goals.

Criteria Establishment: Establish specific criteria for evaluation, considering job responsibilities, key
performance indicators, and any relevant competencies.

Self-Assessment: Encourage employees to conduct a self-assessment, reflecting on their


achievements, challenges, and areas for improvement.

360-Degree Feedback: Incorporate feedback from peers, subordinates, and supervisors to provide a
holistic view of an employee's performance.

Managerial Input: Managers should provide insights based on their observations, addressing
performance, development needs, and career progression.

Employee Input: Allow employees to share their perspectives on their performance, career goals,
and any challenges they face.

Formal Documentation: Ensure that the entire review process is documented formally, including
ratings, feedback, and agreed-upon development plans.
Performance Metrics: Utilize quantifiable metrics wherever possible to assess performance
objectively.

Regular Check-Ins: Implement periodic check-ins throughout the year to discuss progress, provide
feedback, and make any necessary adjustments.

Goal Revisions: Periodically revisit and adjust goals and expectations in alignment with
organizational changes or evolving priorities.

Training and Development Plans: Identify areas for improvement and create personalized training
and development plans to support employee growth.

Recognition and Rewards: Acknowledge and reward exceptional performance to motivate


employees and foster a positive work environment.

Feedback Sessions: Conduct formal feedback sessions where managers discuss evaluations with
employees, addressing strengths, areas for improvement, and future goals.

Performance Improvement Plans: If necessary, develop performance improvement plans with clear
expectations and timelines for employees who need additional support.

Continuous Improvement: Regularly review and refine the review process based on feedback from
both employees and managers to ensure it remains effective and relevant.

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