Prepping for your Performance Reviews

Employee Review Structure

To ensure continuous development and transparency, the company has established a structured review process for all employees. Reviews are designed to provide feedback, outline goals, and recognize achievements. Raises are tied to performance and will be considered during the annual review cycle.

Review Process:

People & Culture Reviews:

First Year: Reviews will be conducted at 90 days, 6 months, and one year.

After First Year: Reviews will transition to annually.

Manager/President/CEO Reviews:

First Year: Reviews will be conducted at 90 days and annually.

After First Year: Reviews will transition to annually.

Preparing for Your Annual Review

Congratulations on reaching your Work Anniversary! Here’s what you can expect during your annual review process:

Humi Questionnaire: A week prior to your work anniversary, you’ll receive an invite to complete a Humi Questionnaire. This is a space for you to share feedback, thoughts, or concerns regarding your workplace experience. Feel free to answer as much or as little as you’re comfortable with—there’s no pressure to respond to all questions.

Meeting with People & Culture: After completing the Humi Questionnaire, you will meet in person with People & Culture to discuss your responses. This is an opportunity to bring up any feedback or workplace wellbeing concerns in a positive manner. At the end of this meeting, you can also request your annual raise. Make sure to reference our

Annual Pay Raise Structure⁠

to support your request.

Meeting with Your Direct Managers: Once you’ve met with People & Culture, you will be scheduled for a meeting with your Direct Managers. During this meeting, your performance will be reviewed, and your annual raise will be confirmed.

We’re here to support you through every step of the process, so if you have any questions, don’t hesitate to reach out!

Annual Review Pay Raise Structure

As part of the annual review process, employees are eligible for a salary increase based on their performance and growth potential. This structure is designed to reward hard work, dedication, and continuous improvement.

Raise Criteria:

3% Increase Criteria: Performance is good but has room for improvement. This may involve development in specific areas, such as work performance or attendance consistency. Employees in this category are encouraged to set personal improvement goals and work closely with their managers to achieve them.

5% Increase Criteria: Performance is great, demonstrating strong contributions to the team and company. However, there remains room for growth in skills, responsibilities, or leadership potential. Employees in this category should collaborate with their managers to identify growth opportunities for the upcoming year.

7% Increase Criteria: Performance is excellent, consistently exceeding expectations and taking initiative beyond assigned duties. Employees in this category are already setting and achieving growth goals and are expected to continue their upward trajectory with defined growth expectations. These individuals are viewed as key contributors to the company’s future success.

Raise Requests:

Employees may request a raise during their annual review with People & Culture. If the request is confirmed, People & Culture will communicate the decision and ensure the raise is applied and made effective.

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