Performance Review Process

MS-HR uses a continuous feedback model with formal review checkpoints to support employee development and align individual performance with company goals.

Review Cycle

Jan  ── Goal Setting (full year + H1 goals)
Jun  ── Mid-Year Review (H1 assessment + H2 goal refinement)
Dec  ── Year-End Review (full year assessment + compensation discussion)

Informal 1:1s between manager and employee: minimum monthly.

Goal Framework

All goals are set using the SMART model:

Criterion	Description
Specific	Clear and well-defined
Measurable	Quantifiable success metric
Achievable	Realistic given resources
Relevant	Aligned with company/team OKRs
Time-bound	Has a clear deadline

Recommended split: 70% role-specific goals, 30% personal development goals.

Rating Scale

Rating	Label	Description
5	Exceptional	Consistently exceeds all expectations
4	Exceeds	Regularly delivers above expectations
3	Meets	Fully meets expectations
2	Developing	Partially meets; improvement plan required
1	Below	Does not meet core expectations

warning

A rating of 2 or below requires a documented Performance Improvement Plan (PIP) within 2 weeks of the review.

Compensation Review

Compensation adjustments are tied to the year-end review:

• Rating 5: Up to +10% base salary adjustment
• Rating 4: Up to +5% base salary adjustment
• Rating 3: Inflation adjustment (if budget allows)
• Rating ≤ 2: No adjustment; PIP required

All compensation decisions require approval from the Managing Director.