Last reviewed: September 20, 2022
Evaluation process
Everyone is evaluated bi-annually according to the people review process of Luko. During this process each individual’s mapping is re-evaluated using the following approach:
- Each individual reviews their mapping and identifies specialisations they were
- on par with the expectations for their current level,
- above the expectations and ready to be recognised for achieving the next milestone level
- below the expectations and there is a need to step up their game in the next evaluation period
- Each manager reviews the mapping of their people and identifies the same three cases as in the previous bullet point.
- There is a calibration session with all managers to ensure that we have as fair as possible mapping process.
- During the evaluation meeting the manager and the individual discuss the mappings and the discrepancies. It is for the manager to determine if they agree with their people or if they will stick to their own mapping.
- In the first 1-1 after the evaluations, the manager and the person discuss the identified differences in the mapping and feedback from the evaluation and define a Growth Plan → [OKRs] What does a growth plan look like?
Important implications of the evaluation process re-mapping
- If a person has demonstrated consistently for more than 6 months skills and behaviour required for the next specialisation milestone level, the specialisation level will be updated upwards.
- If the aforementioned improvement will lead to achieving the total points to move to the next (sub-)level on the Lukoladder, the person's ladder level will be updated upwards.
- If one has been underperforming on a specialisation for 12 months, this specialisation milestone level should be reduced to the previous level. For instance, if a person had a milestone level 3 for a specialisation, ot will be reduced to level 2.
- If the aforementioned degradation will lead to achieving a reduced number of total points leading to one (sub-)level below the current one on the Lukoladder, the manager and the person will discuss improvement points to get on par with the expectations within 6 months period.