Performance & Promotions Department System

The cycle starts with a card for each employee or team in the “Goals” column, where the agreed objectives are documented with their weights and metrics at the start of the year. At mid-year, cards move to “Mid-Year Review” to check progress and adjust priorities that have changed — this is where deviations are caught early instead of a year-end surprise. At the end of the cycle the card moves to “Evaluation,” where the direct manager scores each goal against evidence; then “Results” after approval and calibration across departments; then “Promotion” for nominated files that are studied and approved; and finally “Impact Tracking,” where promotees' performance in their new roles is monitored over the following months.

Chat serves the heavy seasonal coordination: locking evaluation session times, reminding managers running late on submissions, and employee questions about the scoring mechanism. The strict rule: actual results never pass through chat — they're delivered to each employee in their private channel or in their session, and the card carries the delivery status, not the details.

Work flows from the performance manager, who launches the cycle and sets its standards, to the line managers who write goals with their employees and evaluate them at the end; results then return to the performance manager for calibration and approval, and approved promotion files are referred to employee affairs to implement contract and salary changes.