We will begin by understanding the concepts behind the Experience Assessment and Performance Assessment tools.
Experience Assessment
Experience Assessment is a testing process, applied at the beginning of the journey of newly hired employees. The possibility is provided for by law, and the maximum duration cannot exceed 90 days, as established in the sole paragraph of art. 445 of the CLT.
The company assesses the employee's skills and knowledge within this period, and the employee can also self-assess and even assess the conditions and work, depending on the criteria used by the company.
Objective: to assess whether the new employee should remain in the company;
Ideal period: beginning of the journey (45 and 60 days);
Assesses: commitment to onboarding activities, integration with the team and alignment with the company's values;
The evaluators: mainly the leaders and, in some cases, the employee himself;
Attention: do not exceed the maximum period of 90 days.
Performance Assessment
A Performance Assessment is a structured assessment of an employee's individual performance, after they have been in the company for a given period of time. The goal is to improve the company's performance by improving the performance of its employees.
It is recommended that a Performance Assessment be done every three months, which allows for more effective action plans to be drawn up and to mitigate potential losses due to a situation with an employee. However, this depends on the characteristics and preferences of the organization.
Objective: to assess the employee in aspects that the company considers important;
Ideal period: throughout the employee's life cycle, as many times as the company wishes;
Assessment: behaviors and deliveries made;
Evaluators: can be leaders, the employee himself, peers, subordinates, internal customers;
Attention: this assessment can also be used to promote employees and create an individual or collective development plan.
📚Complementary methodological materials: