18  Performance Reviews

Complements output‑based expectations in Remote Work Expectations and growth resources in Learning & Training.

18.0.1 Cadence & Inputs

  • Semi‑annual reviews (or client‑aligned cycles). Inputs include: OKRs/project outcomes, quality metrics, peer feedback, incident learnings, documentation quality, and values alignment.

  • Quarterly feedback remains ongoing and informal (Learning & Training section).

18.0.2 Criteria (Illustrative)

  • Impact: Delivery vs. scope, measurable outcomes.

  • Quality: Code/design/test rigor, security hygiene, documentation.

  • Ownership: Initiative, reliability, risk management.

  • Collaboration: Communication clarity, mentorship, cross‑team effectiveness.

  • Growth: Skills progression, learning velocity, and knowledge‑sharing.

18.0.3 Career Levels & Rubrics

Performance is assessed on impact and mastery of core behaviors aligned with our values (Integrity, Digital Stewardship, Antifragility, Collaboration).

Level Progression Matrix:

Individual Contributor (IC) Staff/Lead
Scope Single project or area; clear outcomes Multiple projects, teams, or strategic direction
Impact Delivers reliably; raises quality; learns fast Multiplies team effectiveness; shapes culture & strategy
Skills Domain expertise; good practices Deep expertise; teaches others; makes tradeoffs
Behaviors Transparent; reliable; asks for help Unblocks others; delegates; develops talent

18.0.3.1 Additional Pointers:

  1. Rubric details and level-specific checklists are available in the shared Promotion Guide (updated annually).

  2. Advancement requires demonstrated impact at current level + readiness for next level scope.

  3. Managers discuss level expectations at hire; trajectory is reviewed quarterly.

18.0.4 Outcomes

  • Ratings and development plans; compensation and promotion decisions (where applicable) follow company policy and market adjustments.

  • Calibration: Semi‑annual cross‑team calibration ensures consistency. Each rating decision is documented with 2–3 evidence points (examples, incidents, feedback). Ratings and appeals are reviewed in closed calibration sessions.

  • Appeal & Feedback: If you disagree with your rating, request a one‑on‑one with your manager to discuss. Escalation to People Ops is available if you believe the process was unfair.

18.0.4.1 Additional Pointers:

  1. Come prepared with a self‑review and 2–3 examples of measurable impact.

  2. Peer feedback should be specific, behavioral, and cite examples.

  3. Calibration aims for consistency across teams and levels.