Hi All,
This query may be typical of how us trainers become involved in every area of business! I have recently put a company competence framework in place which in turn resulted in a review and amendment of our performance review process.
I have been asked to consider how to link pay rewards and other forms of recognition to the assessed level of performance. Conscious that this can’t be as prescriptive as 1% for poor; 5% for excellent as often there are valid reasons for poor performance.
Has anyone any experience of having implemented something similar? Would be grateful to learn from the experience of others!
Hi All, This query may be typical of how us trainers become involved in every area of business! I have recently put a company competence framework in place which in turn resulted in a review and amendment of our performance review process. I have been asked to consider how to link pay rewards and other forms of recognition to the assessed level of performance. Conscious that this can't be as prescriptive as 1% for poor; 5% for excellent as often there are valid reasons for poor performance. Has anyone any experience of having implemented something similar? Would be grateful to learn from the experience of others!
2 Responses
Rewarding and recognising competence
Hi Teresa,
I had to put something together very similar in one of my companies. If you give me a call I can talk you though how it was done.
My number is 08450 941585 or 07854 264 491
Try HRZone ?
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