1. Purpose

At Double Tap Marketing, we believe that effective performance management is essential for achieving organisational goals, motivating employees, and fostering professional growth. Our Performance Management and Appraisal Policy outlines the processes, expectations, and guidelines for evaluating employee performance. By adhering to this policy, we aim to create a culture of continuous improvement, open communication, and fair recognition.

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2. Policy Statement

1. Performance Expectations:

   • We set clear job responsibilities, performance goals, and key performance indicators (KPIs) for each employee.

   • Employees should understand their roles and the expected outcomes.

2. Performance Reviews:

   • We conduct regular performance reviews to assess employee performance.

   • Reviews may occur annually, bi-annually, or quarterly, depending on the role and business needs.

3. Performance Evaluation Criteria:

   • Good performance includes:

     • Meeting targets consistently.

     • Completing job duties as expected.

     • Demonstrating a willingness to learn and develop.

     • Adhering to our Code of Conduct and other company policies.

     • Maintaining a positive attitude and collaborating effectively with colleagues.

4. Performance Improvement Plans (PIPs):

   • If an employee’s performance falls below expectations, we create a PIP.

   • PIPs outline specific areas for improvement, timelines, and support mechanisms.

   • Managers work closely with employees to help them succeed.

5. Recognition and Rewards:

   • We recognize and celebrate exceptional performance through:

     • Financial rewards (bonuses, salary adjustments).

     • Non-financial rewards (awards, public recognition).

   • Rewards should align with individual and team achievements.

6. Feedback and Coaching:

   • Managers provide regular feedback to employees.

   • Feedback should be specific, actionable, and timely.

   • Coaching sessions focus on development and growth.

7. Career Development:

   • We invest in employees’ professional development.

   • Opportunities include training, workshops, mentorship, and career paths.

8. Documentation:

   • Managers maintain records of performance discussions, goals, and achievements.

   • Documentation supports fair evaluations and decision-making.

9. Appeals Process:

   • Employees have the right to appeal performance evaluations.

   • Appeals should be submitted in writing to HR within a specified timeframe.

10. Confidentiality:

    • Performance discussions remain confidential between the employee and their manager.

    • Information is shared only with relevant parties (HR, senior management).

11. Contractors and Consultants:

    • Contractors and consultants are also subject to performance evaluations.

    • Their evaluations align with project deliverables and agreed-upon goals.

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3. Responsibilities

1. Employees:

   • Understand their performance expectations.

   • Actively participate in performance discussions.

   • Seek development opportunities.

2. Managers and Supervisors:

   • Conduct fair and objective evaluations.

   • Provide constructive feedback and support.

   • Encourage employee growth.

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4. Training and Awareness

1. Training:

   • New hires receive training on this policy during onboarding.

   • Regular training updates keep managers informed.

2. Communication:

   • We communicate this policy to all employees and provide resources for understanding and compliance.

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5. Conclusion

Double Tap Marketing is committed to fostering a high-performance culture. By adhering to this policy, we empower employees to excel, contribute to our success, and achieve their professional aspirations.

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Please note that this policy serves as a foundation, and we encourage ongoing dialogue with our legal advisors and HR professionals to stay informed about any changes in regulations.