• Performance Management

    • A formal performance cycle starts each year with the goal setting. Evaluation takes place twice a year (mid-year and year-end), although an informal evaluation should be done throughout the year.
    • It is the managers’ responsibility to set SMART Goals and provide regular feedback to each of his/her team members and to ensure an effective and transparent performance evaluation process is established within the respective department/unit.

    Rating Scales

    ADIB follows the below performance scale

    Superior Sets an excellent example to others in all aspects of work and achievement. Outstanding performance that results in exceptional accomplishments with significant contributions to goals of the Organization, Department, and/or Senior Management area.
    Strong Performer Quality and quantity of work is routinely per expectations. Performance reflects high degree of initiative and commitment to excellence. All job requirements are met; goals and objectives are achieved per standards.
    Performer Employee meets performance expectations. Employee demonstrates understanding of all job functions and expected standards.
    Partially Meets Expectations Employee missed some targeted metrics (e.g. deadlines, quality, and commitments). Employee requires close supervision and does not consistently demonstrate the ability to perform job functions at expected level of proficiency. Overall objectives are not achieved.
    Does Not Meet Expectations Employee fails to meet expectations. Performance is well below the job requirements.

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