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Employee Review Process

Help Connecticut Landmarks develop a light-weight and reusable performance review process that will help strengthen their team through honest and supportive feedback.
Connecticut Landmarks
Hartford, CT, USA
Connecticut Landmarks
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Connecticut Landmarks
Hartford, CT, USA

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Cause
Arts & culture
Skills
Human resources Management

Posted January 18th

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Employee Review Process

Project details

What we need
  • A documented process outlining how to administer a top-down, peer-to-peer, or a full 360 employee review process
  • A communication plan to share the process with others in the Organization to help them understand the approach and desired outcomes
  • Recommendations on tools that can be used to collect feedback (anonymous or identified) and organize quantitative and qualitative results
  • Best practices for rolling out the performance reviews, and coaching advice for managers and individual contributors
Additional details

While we have a "process" for employee review, it is very ad-hoc. We want to have a formal, detailed process for reviewing staff on a semi-annual basis. We are a small non-profit without many full time staff. However, we have a larger seasonal staff that could use for a formal onboard/off-board process.

What we have in place
  • We currently have some basic documents, which should make it easy for you to get started. We also have plenty of enthusiasm, and the ability to provide any other information you need.
How this will help
This project will save us $8,686 , allowing us to re-invest in staff.

This is a vital process which we have not implemented in years. We need to be clear and focused on what our staff should expect. This lack of clarity has caused morale issues for the organization.

Project plan

P
Prep: Planning
  • The Volunteer Manager provides a summary of the Organization’s current organizational structure and review process
  • The Volunteer Manager outlines the Organization’s goals for the review cycle, desired cadence and any specific needs
  • The Professional provides a high-level recommendation for approach based on the inputs from the Volunteer Manager
1
Milestone 1: Initial Process Design & Feedback
  • The Professional provides an initial process design outlining the questionnaire approach, general sequence of communications and meetings and suggested approach to collect the feedback (anonymously or identified)
  • The Volunteer Manager reviews the initial design and provides detailed feedback to the Professional
2
Milestone 2: Finalizing Process & Roll-Out Strategy
  • The Professional follows up with a revised process design based on the Volunteer Manager’s feedback
  • The Professional outlines a communication roll-out strategy to announce and administer the review process with timelines and anticipated Q&A
  • The Professional provides final recommendations on tools to administer the survey and organize the results / feedback
3
Milestone 3: Midpoint Check-In
  • The Volunteer Manager provides an update on the initial announcement of the review process and the progress thus far
  • The Professional provides feedback and advice to tune the process
4
Milestone 4: Review Cycle Post-Mortem
  • The Volunteer Manager provides a summary of the immediate outcome of the review process
  • The Professional offers final feedback, takeaways, and recommendations for future review cycles
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About the org

Connecticut Landmarks
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Cause
Arts & culture
Posted by
Aaron M
Aaron M.

Executive Director

Our mission

Connecticut Landmarks uses historic properties to inspire an understanding of our complex past.

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