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Job Profile: Hire Date: Manager: Current level:
Goal, or what an individual is looking to achieveReality, or the facts of the current situationOptions/Obstacles, or all the different ways you can address the situationWill/Way forward, or how you will choose to act
Needs development. Does not consistently meet expectations that are appropriate for the position. Additional direction and support are needed. Willing or able to improve but lacks results required for the role.Consistently meets expectations. Consistently meets expectations and sometimes exceeds expectations. Achieves a majority of core goals for the role.Often exceeds expectations. Regularly exceeds expectations. Requires little to no additional direction to achieve the core goals of the role.Sets a new standard. Consistently exceeds expectations and delivers to the goals of the position, or consistently delivers beyond the goals of the role. Influences others to perform better.
Development Goals
Identify career goals and the training/experiences you need to level up.
1. Job details
List the basic job details of the employee below.
9/14/2021
Grow Coaching
2. Next level expectations, L(X)
List the criteria for the employee’s next level on the career ladder below. I like to show this at the top of the page so that both the employee and manager see it often.
How we Measure Development
Category
Score
Criteria
Scope / Experience
2
Add your company level criteria here
Skills
3
Add your company level criteria here
Communication
4
Add your company level criteria here
Character
2
Add your company level criteria here
Broader Impact
2
Add your company level criteria here
Learning
3
Add your company level criteria here
There are no rows in this table
3. Set goals
Using the current or next level expectations as a north star (pending where an individual is within their current level – i.e. promo readiness), set annual goals to improve across each category. Then, get feedback each quarter on where you're learning, matching or exceeding the expectations of your level.
Category
Goals & Criteria
Progress
Manager Feedback
Performance
Scope / Experience
Push designs through product process and ensure quality of execution
Presented design explorations at Design Critique to get early visual feedback - include example links
2021 Q3: Schedule 1:1 design reviews with lead designer for early feedback.
3. Often exceeds expectations
Skills
Goal here
...
...
slightly below expectations
Communication
Goal here
...
...
slightly below expectations
Character
Goal here
...
...
Needs Improvement
Broader Impact
Goal here
...
...
key growth area
Learning
Goal here
...
...
slightly below expectations
Performance grades 2
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