The professional performance of each team member is evaluated every six months by @Vlad Suciu , @Adriana Pop , and the Managers (Department / Group / Team Leaders). Individual evaluations are conducted according to the detailed criteria outlined in the table below.
The evaluation criteria are accompanied by performance indicators, which are quantified using a scoring system to calculate the average performance levels associated with each criterion.
| Nr. crt. | Evaluation Criteria | Performance Indicators / Objectives | Score Range (1-5) | Benchmark |
|---|---|---|---|---|
| 1. | Communication | - Communication in relationships with colleagues, customers, and hierarchical superiors | A – for exceptional performance | |
| F – for insufficient performance | C | |||
| - Effectively expresses ideas, listens actively, and adapts communication style to the audience and medium | ||||
| - Provides constructive feedback and prepares clear, organized written documents with proper grammar, spelling, and punctuation | ||||
| - Understands customer expectations, team needs, and prioritizes satisfaction through effective communication | ||||
| 2. | Analysis / Problem-Solving | - Decision-making ability | A – for exceptional performance | |
| F – for insufficient performance | C | |||
| - Problem analysis and solving | ||||
| - Innovation | ||||
| - Identifies errors, problems, and weaknesses in the work environment | ||||
| - Evaluates alternative solutions and breaks down complex issues into manageable parts | ||||
| - Escalates issues appropriately to minimize disruption | ||||
| 3. | Self-Management | - Systematic approach to work tasks | A – for exceptional performance | |
| F – for insufficient performance | C | |||
| - Task completion | ||||
| - Initiative | ||||
| - Compliance with ROI, Code of Conduct, internal/external procedures | ||||
| 4. | Teamwork | - Personal contribution to team success | A – for exceptional performance | |
| F – for insufficient performance | C | |||
| - Developing work relationships | ||||
| - Collaboration skills | ||||
| - Ability to build and maintain relationships within and outside the department | ||||
| - Sensitivity to the needs and concerns of others | ||||
| 5. | Adaptation to new conditions / Flexibility / Adaptability | - Willingness and ability to learn new methods / manage new activities | A – for exceptional performance | |
| F – for insufficient performance | C | |||
| - Continuous improvement of productivity and product quality | ||||
| - Adaptability | ||||
| - Resilience in handling unexpected changes and situations | ||||
| 6. | Technical Skills / Competitive Environment | - Level of technical skills | A – for exceptional performance | |
| F – for insufficient performance | C | |||
| - Technical training of colleagues | ||||
| - Consistent engagement and commitment to improving technical expertise | ||||
| 7. | Leadership (only for coordination roles) | - Team Coordination Skills: Clearly organize team efforts to achieve shared goals. | A – for exceptional performance | |
| F – for insufficient performance | C | |||
| - Demonstration of Leadership Qualities: Show initiative, accountability, and adaptability in guiding the team. | ||||
| - Clear Expectation Setting/Goal-Setting Abilities: Define measurable objectives and communicate them effectively to the team. | ||||
| - Decision-Making: Make informed and timely decisions considering both short-term and long-term impacts. | ||||
| 8. | Team Management & Growth (only for coordination roles) | - Development of Team Members: Actively mentor and support team members to grow their skills and take on new challenges. | A – for exceptional performance | |
| F – for insufficient performance | C | |||
| - Conflict Resolution: Identify and address interpersonal or operational conflicts promptly and constructively. | ||||
| - Performance Evaluation: Provide structured and transparent feedback to assess and improve individual and team performance. | ||||
| - Regular and Constructive Feedback: Deliver actionable and supportive feedback to enhance productivity and morale. | ||||
| - Coaching and Personal Development: Offer tailored coaching plans and opportunities for skill enhancement. | ||||
| - Team Empowerment/Delegation: Assign meaningful responsibilities while providing the tools and trust for team members to succeed. |
We will consider the following criteria evaluation standards:
| A - Exceptional | B - Commendable | C - Effective | D - Below Expectations | F - Insufficient |
|---|---|---|---|---|
| Knows and effectively applies communication methods and techniques, is always open to communication, actively listens, intervenes effectively, and encourages communication in the activities they undertake. Effectively applies knowledge transfer. | Communicates and effectively uses communication techniques, actively listens, and intervenes constructively during communication sessions, understands what needs to be communicated and how it should be done. Applies knowledge transfer well. | Communicates effectively and actively listens, uses a sufficient set of communication methods, understands well what needs to be communicated, and applies knowledge transfer. | Communication is not used effectively and is not sufficiently open towards effective communication. Insufficiently applies knowledge transfer. | Does not communicate and is unwilling to listen to what is being communicated. Does not apply knowledge transfer. |
| A - Exceptional | B - Commendable | C - Effective | D - Below Expectations | F - Insufficient |
|---|---|---|---|---|
| Quick thinking. Provides excellent solutions in a short time. | Appropriate thinking. Solutions are good. | Good compliance. Solutions are adequate. | Negligent approach to problem-solving. | Critical, does not provide acceptable solutions. |
| Approaches tasks systematically and plans them with a strong focus on results, prioritizing effectively, making efficient decisions, taking initiative, and achieving effective outcomes. Fully respects applicable regulations. | Approaches tasks systematically and resolves them commendably, with a good focus on results and prioritization. Takes initiative and achieves good outcomes. Respects applicable regulations. | Gets involved and plans tasks in advance, takes initiative, and resolves tasks on time, with expected results. Sufficiently respects applicable regulations. | Does not systematically plan task resolution and does not always respect agreed deadlines. Does not sufficiently respect applicable regulations. | Lacks a systematic approach, does not deliver results, and does not make appropriate decisions. Does not respect applicable regulations. |
| A - Exceptional | B - Commendable | C - Effective | D - Below Expectations | F - Insufficient |
|---|---|---|---|---|
| Approaches tasks systematically and plans them with a strong focus on results, prioritizes effectively, makes efficient decisions, takes initiative, and achieves effective outcomes. Fully respects applicable regulations. | Approaches tasks systematically and resolves them commendably, with a good focus on results and prioritization. Takes initiative and achieves good outcomes. Respects applicable regulations. | Gets involved and plans tasks in advance, takes initiative, and resolves tasks on time, with expected results. Sufficiently respects applicable regulations. | Does not systematically plan task resolution and does not always respect agreed deadlines. Does not sufficiently respect applicable regulations. | Lacks a systematic approach, does not deliver results, and does not make appropriate decisions. Does not respect applicable regulations. |
| A - Exceptional | B - Commendable | C - Effective | D - Below Expectations | F - Insufficient |
|---|---|---|---|---|
| Strong team spirit. Builds teams. | Good collaborator. Enjoys working in a team. | Collaborates well in a team. | Tends to withdraw. | Finds it difficult to work in a group. |
| A - Exceptional | B - Commendable | C - Effective | D - Below Expectations | F - Insufficient |
|---|---|---|---|---|
| Exceptional adaptation. | Adapts easily. | Minor difficulties in adapting. | Requires a longer adjustment period. | Unable to adapt to new conditions. Refuses new situations. |
| A - Exceptional | B - Commendable | C - Effective | D - Below Expectations | F - Insufficient |
|---|---|---|---|---|
| Possesses high-level technical competencies and ensures their dissemination within the team and beyond. Excels in both designated and additional activities. | Possesses commendable technical competencies and ensures their dissemination within the team and beyond. Engages in additional activities with good results. | Possesses good professional competencies and ensures their dissemination within the team. Engages in both current and additional activities. | Technical competencies do not meet expectations, and dissemination within the team is largely insufficient. Shows inadequate involvement in current or additional activities. | Does not possess the required technical competencies and does not share knowledge with the team. Shows no involvement or interest in additional tasks. |