<aside>
Watch this first 👇
</aside>
https://www.loom.com/share/5421ef2108ff412ba669b25bc212a3b4?sid=d9a18815-8510-4720-96f1-ab72cfdc9658
Hello team,
It’s time for our June July performance check-ins. A mid-year moment to reflect on your progress, connect with your manager, and set meaningful goals for the rest of the year. This cycle is lighter touch than our February 360s and centers around the competencies within your growth framework.
Instead of using open-ended prompts (e.g., what went well, and opportunities for improvement), we’re anchoring this check-in your growth framework competencies (e.g., communication, problem solving, technical expertise).
You’ll select 3-4 competencies that reflect your current focus and complete a self-assessment. Your manager will do the same. The goal is to make performance conversations clearer, more relevant to your role and impact, and easier to action.
Visit your individualized Growth Tracker and choose three to four competencies that feel most relevant to your current focus or recent work. To support a well-rounded review, we recommend choosing one from each category where possible: impact, execution, technical expertise, or people management (for those in management roles).
For each of the 3-4 competencies, assess your current performance using the following scale:
<aside>
✅ Needs focus: This is an active area for growth. Current performance does not consistently meet expectations, and additional support, coaching, or development may be needed to build the skills or behaviors required. There may be gaps between observable actions and the expectations defined for this competency, which can impact team or product outcomes.
</aside>
<aside>
✅ On track: regularly meets expectations. Demonstrates the skills, behaviors, and outcomes defined in the competencies, contributing positively to team and product success. Observable actions align with the competency's expectations, and performance is reliable.
</aside>
<aside>
✅ Outperforming: Regularly exceeds expectations. Demonstrates leadership in this area by delivering exceptional outcomes, leading by example, and driving meaningful impact. Observable behaviors consistently go beyond the current competency’s requirements and align with those expected at the next level. This sets a high standard for the team and signals readiness to take on greater scope and responsibility.
A note on 'Outperforming' for competencies without progression. Not every competency has a progression across levels, this is intentional (and may look like a duplication error, it’s not). Some competencies remain consistent because their expectations don’t change as your role evolves. This may look like a duplication or an error in the framework descriptions, but it’s not. We’ve designed each level to reflect a holistic picture of what’s needed, which means your level can progress even if some competencies don’t. If you’re selecting Outperforming for a competency without progression, be sure you’re consistently demonstrating high standards in that area, not just meeting expectations, but going above to lead by example and create impact.
</aside>
In the reflection and feedback column for the competencies you’re self assessing on it’s important to provide the context for why you’ve made that assessment. Here are some general prompts for you to consider as you’re writing your reflection.