# Synthetic HR policy document for CounterSignal RXP testing.

Performance Review Process

Performance reviews are conducted semi-annually in June and December. The
review process includes a self-assessment, peer feedback collection, and
a manager evaluation. Employees receive at least two weeks to complete
their self-assessment through the performance management portal.

The rating scale uses five levels: Exceptional (5), Exceeds Expectations (4),
Meets Expectations (3), Needs Improvement (2), and Unsatisfactory (1).
Ratings directly influence annual merit increases and bonus eligibility.
Employees rated 4 or above are eligible for accelerated promotion
consideration.

Managers must document specific examples supporting ratings in each
competency area. Required competency areas include job knowledge, quality
of work, collaboration, communication, and initiative. Role-specific
competencies are defined by department heads and reviewed annually by HR.

Mid-cycle check-ins occur in March and September to discuss progress toward
goals and provide developmental feedback. These informal reviews are
documented but do not result in formal ratings. Employees and managers
should meet for at least 30 minutes during each check-in.

Performance improvement plans are initiated for employees receiving a
rating of 2 or below. PIPs run for 60 to 90 days with specific measurable
goals, weekly manager check-ins, and HR oversight. Successful completion
of a PIP returns the employee to standard review cycles. Failure to meet
PIP objectives may result in further corrective action up to termination.
