{"id":330,"date":"2012-08-22T07:41:10","date_gmt":"2012-08-22T07:41:10","guid":{"rendered":"https:\/\/sparktoro.com\/blog\/?p=330"},"modified":"2015-06-15T07:08:51","modified_gmt":"2015-06-15T07:08:51","slug":"my-performance-review-for-the-first-half-of-2012","status":"publish","type":"post","link":"https:\/\/sparktoro.com\/blog\/my-performance-review-for-the-first-half-of-2012\/","title":{"rendered":"My Performance Review for the First Half of 2012"},"content":{"rendered":"

As I mentioned yesterday on the blog, it’s performance review season here at SEOmoz, and since transparency is a core value for us, I’d like to share my personal performance review and the grades\/feedback given by Sarah (at least, most of it) publicly here on the blog.<\/p>\n

I’ll start with the scale we use:<\/p>\n

Outstanding<\/strong> – Performance and achievements far exceed expectations for the performance category. Both the quality and consistency of work must be excellent and have dramatic impact on your team and the company to be considered for this level. Contributions at this level typically have company-wide impact.<\/div>\n
_<\/span><\/div>\n
Exceeds Expectations<\/strong> – Performance and achievements frequently exceed expectations in the performance category. The work constantly meets all standards, and regularly surpasses them in key areas.<\/div>\n
_<\/span><\/div>\n
Meets Expectations<\/strong> – Performance and achievements consistently meet the standard of the performance category. Note that sometimes, goals and standards may be higher in some areas than others depending on your role and projects. Be sure to rate accordingly.<\/div>\n
_<\/span><\/div>\n
Needs Improvement<\/strong> – Performance does not consistently meet the responsibilities\/expectations of this performance category. This includes seasoned employees who do not perform all aspects of the job, and new employees who are moving towards the Meets Expectations level, but are still inexperienced and do not yet perform at the standard job output level. There should be some indications that, with guidance, improvement can be made.<\/div>\n
_<\/span><\/div>\n
Unsatisfactory<\/strong> – Performance is unsatisfactory in this category and the employee has not shown short-term improvement. Clear evidence of lack of ability for or adaptability to the present position exists. Efforts at improvement may not be successful. The employee probably should be considered for a less demanding position, career alternative or, failing these, termination.<\/div>\n

And here are the specific items, along with my evaluation, followed by Sarah’s. I apologize for having to redact some material, but even at a company as transparent as we are, some things need to be kept private, mostly in the interest of empathy and occasionally for product development\/press\/not-spoiling-the-surprise reasons.
\n_\u00a0<\/span><\/p>\n

\n