UBS

Page 2 of 2 The Process Goals are cascaded from the top-down starting in January. Individual goals are set around both what and how. Contribution (What) measures how well the individual meets the objectives defined for their position, using a 5 point rating scale. Competency (How) describes the key behaviors for each role. The five-point competency scale is alphabetic and goes from a to e. The browser-based PMM tool is a robust engine that enables managers and employees to quickly see objectives, individual competencies, etc., related to job profiles so that relevant, meaningful goals are created. The PMM engine enables managers to review and enter performance reports whenever they need or want to. All of the appraisals are stored. In addition, individuals can use the system to initiate 360-degree reviews that are also stored; managers are encouraged to consider those as part of a final rating process. Sometime in the October-December timeframe, managers have to formally rate their employees, and are required to have a face-to-face discussion about those ratings. Quality and Consistency The quality of the appraisal is important at UBS, because without consistent appraisals across the enterprise, PMM can’t be the corporate-wide enabling tool that drives performance. Consistency provides the ability to increase the value of the assessment so that the strengths and weaknesses throughout the company are easily viewed, and can be used for compensation, succession planning, high potential identification and more. In an effort to measure the quality of the appraisal, a random sample of employees is surveyed every two years. They are asked if they believe the process is fair and whether or not they understand their rating. In trying to determine the drivers of perceptions of fairness, the results show that the quality of dialog between managers and employees plays a key role.    The company is working to make the process even more effective by improving the quality of the assessment information, particularly as it relates to competencies and gap analysis.  No one has commented on this article. You are encouraged to offer your thoughts and comments in this dialog. Name: E-mail: (required) Company: Comment(s): << Start < Prev 1 2 Next > End >>