Percentage of employees receiving regular performance and career development reviews

Percentage of employees receiving regular performance and career development reviews

• Reference Number: LA12
• Related Status: Reported
• GRI Status: Core GRI Indicator

The overall aim of EIB performance management is to ensure that managers guide the performance of their staff so that they can perform at their best. This is done on an ongoing basis throughout the year by means of regular two-way discussions, feedback, and the clarification of roles, objectives and competencies with the overriding aim of improving individual performance so that everyone is working at their best.
The appraisal exercise is a key part of performance management and its purpose is twofold: to evaluate the previous year’s performance and to set the performance expectations for the year ahead. Both the annual appraisal interview and the mid-year review interview are obligatory.
There are three key components of the appraisal exercise:
• an annual appraisal interview is held between the staff member and manager.
• A mid-year review interview is also held mid-way through the year,  which includes the discussion of an individual development plan supporting professional development and learning
• staff and managers complete the performance documents and appraisal-related rewards are communicated to staff.