How Should I Handle Performance Review Dates When Leave Affects Increments?

Hi all,

I would need a suggestion or advice. Our company conducts appraisals for a period of 6 months.

For example:

If an employee X joins us on the 1st of January 2007, his probation confirmation and increment are given by the 1st of July 2007, considering that the number of days of leave taken is only 5 and his performance is fine.

If an employee Y joins us on the 1st of January 2007, his probation confirmation and increment, which is due by the 1st of July 2007, is postponed to the 1st of August 2007 as the employee had taken more than 12 days of leave and his performance is okay.

Help me to proceed with the next performance review period of Y. Will it be from the 1st of July 2007 to the 1st of January 2008, or from the 1st of August 2007 to the 1st of February 2008, as the company insists on giving increments only after a period of 6 months from the last increment (i.e., 1st of February 2008)?

Regards,
Swarna K

Hi SwarnaK,

As per my understanding and experience earned in the field, it should be 1st Jan '08. Ideally, it is not fair to postpone every appraisal of an employee based on one action or deed of his. For example, in the below-mentioned case, employee Y's appraisal was postponed to Aug '07 based on his performance for that period, but that performance can't be taken as a benchmark for every appraisal.

Hope this would be some help to you.

Regards,
Barkha

Thank you, Barkha. I would also like to know if the same employee Y avails 5 days of leave during the extended period (i.e. from Jul '07 to Aug '07), how do we give him/her an increment and assess the performance.

Regards,

SwarnaK

Hi Swarnak,

What I would suggest to you is that you should change your policy. In case an employee takes more than 5 leaves, instead of postponing their appraisal, you should consider reducing the amount of the appraisal and setting slabs for the same. Shifting the appraisal every time will make the system more complicated and will also demotivate the employee.

Goodbye and take care.