Annual Appraisals

1. Purpose & Objective

The Annual Performance Appraisal Policy at Westside Market is designed to:
✅ Evaluate employee performance based on established job responsibilities and expectations.
✅ Provide structured feedback to recognize strengths and areas for improvement.
✅ Align individual performance goals with company objectives.
✅ Determine merit-based salary adjustments based on performance ranking.
✅ Enhance employee development through goal-setting and continuous improvement.

2. Scheduling & Notification

✅ HR & Store Managers will maintain a record of employee start dates to track upcoming performance appraisals.
✅ Notification: Employees will be informed prior to their anniversary date about the upcoming appraisal.
✅ Scheduling:

• The Store Manager and Assistant Store Manager (ASM) will coordinate the appraisal meeting.
• The review must be conducted on or before the employee’s anniversary date.

3. Appraisal Forms & Evaluation Criteria

✅ Customized Evaluation Forms: Performance appraisal forms are role-specific and available for:

• Sales Associates
• Warehouse/Maintenance Staff
• Assistant Store Managers
• Store Management

✅ Evaluation Criteria: Each form will assess job-specific responsibilities, performance expectations, and professional conduct.

4. Performance Appraisal Meeting

✅ The Store Manager will lead the performance appraisal meeting with the employee.
✅ Key Discussion Points:

• Review evaluation criteria and employee performance.
• Encourage employee input and feedback on their own performance.
• Acknowledge accomplishments and areas for growth.
• Set performance goals for the next appraisal cycle.

5. Performance Scoring & Ranking

✅ Scoring System:

• Each criterion is scored from 0 to 100 based on performance level.
• The overall score is the average of all individual criterion scores.

✅ Performance Ranking & Merit-Based Increases:

✅ Employees who score below 70 will be placed on a Performance Improvement Plan (PIP) with a 90-day follow-up review.

6. Employee Feedback & Goal Setting

✅ Recognition & Feedback: The Store Manager will provide constructive feedback, highlighting achievements and areas for improvement.
✅ Goal Setting: Together, the manager and employee will establish performance improvement goals for the next review period, aligning with:

• Company objectives.
• Employee career development.
• Operational and service excellence.

7. Documentation & Record-Keeping

✅ Appraisal Documentation:

• The Store Manager will document the performance review results, including:
  • Final score & ranking.
  • Performance feedback & key discussion points.
  • Agreed-upon goals for improvement.
    ✅ Acknowledgment: Both the employee and Store Manager must sign the appraisal form.
    ✅ HR Submission:
• The Store Manager will submit the completed form to HR for record-keeping.
• Hard copies of final documents cannot be distributed to employees or Store Managers.

8. Follow-Up & Performance Monitoring

✅ Ongoing Support: Throughout the year, Store Managers will provide continuous feedback and coaching to support employee development.
✅ Periodic Check-Ins: Store Managers will conduct mid-year performance discussions to monitor progress and address any concerns.
✅ PIP Monitoring: Employees placed on a Performance Improvement Plan (PIP) will receive a structured follow-up review within 90 days.

9. Policy Commitment

By implementing Annual Performance Appraisals, Westside Market aims to:
✅ Recognize and reward employee contributions.
✅ Encourage professional growth through clear performance expectations.
✅ Align individual success with company goals.
✅ Foster a culture of excellence that supports employee engagement and retention.

This structured approach ensures fairness, accountability, and continuous improvement, ultimately contributing to the long-term success of Westside Market and its team members.