Performance reviews
This page explains the yearly performance cycle at Northwind. The formal rules are in POL-HR-006; if this page and the policy ever differ, the policy wins.
The yearly cycle
| When | What happens |
|---|---|
| January | You and your manager agree your goals for the year |
| July | Mid-year check-in. A conversation about progress; there is no rating at this point |
| December | You write a self-assessment |
| January | Review conversation with your manager, where the rating is shared |
The rating scale
Ratings use a five-point scale, from 5 (Outstanding) down to 1 (Does not meet expectations). Your manager proposes a rating and it is checked for consistency across teams before it is final.
What a rating means for you
- Ratings of 1 or 2 are not eligible for the merit increase that year.
- A low rating usually leads to an improvement plan. Improvement plans run for 60 to 90 days and have clear, written goals.
- Promotion decisions look at your level and your recent reviews; see Career levels.
If you disagree with your rating
You can appeal. The appeal must be made within 10 working days of the review conversation. Start with your manager, and talk to your HR Business Partner (Carol Nakamura) if you need help with the process.
Tips
- Write down achievements through the year, so the December self-assessment is easy.
- Ask for feedback at the July check-in, when there is still time to act on it.
- Keep goals specific and measurable.
Related
Owner: Carol Nakamura - Last updated: 2026-09-16