Chivas Performance Guidelines v.Jun 2018

6. The Final Step – Confirming Ratings

Once a Performance Rating and Salary Award have been agreed the Manager should arrange a final, face to face meeting with their employee. This is an important final step in the process and should be made a priority by all managers . The purpose of this meeting is to:

• Communicate the Objectives, Competencies/Values and Total Assessment Score • Communicate the Performance Rating • Communicate the Salary Award

The Performance Rating and Salary Award will also be confirmed in writing by letter from the Company, and depending on timing may be handed to the employee at this final meeting. The Manager should also complete the Manager’s Comments section of the online form which should be a summary of the employee’s performance during the year, any key development areas/activities and a summary of any discussion around the employee’s suitability to progress e.g. possible next role, timeframe and mobility (domestic, regional, global).

You can then add any relevant comments you wish to the Employee’s Comments section of the form.

The online form does not need to be submitted again at this stage.

This concludes the Chivas Performance process for the year unless you wish to appeal the decision.

Appeal Process

If you are not satisfied with the Performance Rating or the Salary Award you receive you should in the first instance ask for further feedback from your manager. If still not satisfied, then you can appeal against the decision using the appeal form which can be found on Chivas Spirit. Appeals must be submitted to your manager within 2 weeks of you receiving written confirmation of your Performance Rating and Salary Award Rating. The appeal would normally be heard without undue delay, normally within 2 weeks of receipt, by a Senior Manager of your function and a member of the Human Resources Department. The outcome of the appeal would be communicated back to you, normally within 2 weeks. The outcome of the appeal is final.

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