Is a Mid-Year Performance Review Worth It? Seeking Advice on Using a Simplified Annual Form

We follow an annual salary increment process where the performance assessment happens in the month of March. However, what we have noticed over the last couple of years is that one year is too long a period to wait for the review to happen. Therefore, we want to conduct a focal point review at the end of 6 months so that we can assess where each employee stands in terms of their performance. It's important to note that this review will not lead to immediate compensation changes.

Could anyone help me with a template for the midterm/focal point review? Would it be advisable to use a scaled-down version of the annual review form?

No difference whatsoever except in timelines. If the KPIs/KRAs are well defined and tracked weekly, then display performance in a transparent manner for all. Train and counsel the laggards. You may even consolidate results quarterly or better still monthly.

Surya