People¶

Performance, disciplinary process, and company events.

Performance Evaluation¶

Evaluations happen annually, but plans are tracked every quarter.

How it works¶

Goal setting — At the start of the year, you and your manager agree on your goals.
Quarterly check-ins — Every quarter, your manager reviews progress with you. No surprises at review time.
Annual review — A formal assessment combining manager evaluation and self-assessment.

For managers¶

Your rating is tied to your team's performance. A manager whose team struggles cannot receive the highest rating — because enabling the team to succeed is the job.

This is intentional. It keeps accountability at the right level.

Transparency¶

If you disagree with a review outcome, raise it. There is a process for that.
Review criteria are shared in advance — not revealed after the fact.
Compensation implications are tied to the annual review.

Performance Criteria¶

These are the criteria used to evaluate individual performance during reviews.

Criterion	What we look at
Works to Full Potential	Consistently delivers at the level their role and skills allow. Not coasting.
Quality of Work	Output is accurate, well-considered, and meets the expected standard.
Work Consistency	Reliable day to day — not strong one week, absent the next.
Communication	Clear, timely, and appropriate across written and spoken channels.
Independent Work	Can drive tasks forward without constant direction or follow-up.
Takes Initiative	Spots problems and acts on them without waiting to be asked.
Group Work	Contributes effectively in team settings; supports others' success.
Productivity	Gets things done within reasonable time and scope.
Creativity	Brings fresh thinking to problems; doesn't default to the obvious answer.
Honesty	Straightforward about progress, blockers, and mistakes.
Integrity	Does the right thing even when no one is watching.
Coworker Relations	Builds trust with teammates; handles conflict constructively.
Client Relations	Professional, responsive, and solution-focused with customers.
Technical Skills	Maintains and grows the depth of knowledge the role requires.
Dependability	Follows through on commitments; can be counted on.
Punctuality	Respects deadlines and scheduled meetings.
Attendance	Present and available as expected; absences handled properly.

Warnings & Disciplinary Process¶

We prefer direct conversations before anything formal. If something's off, your manager should tell you — and you should be able to hear it.

When a pattern persists or something serious happens:

Step 1 — Verbal warning A direct, clear conversation. The issue is named specifically. No written record at this stage.

Step 2 — Written warning If the behavior continues. This goes on record.

Step 3 — Termination If the behavior doesn't change after a written warning.

Warnings are issued by the direct manager.

Your job title as it appears on public profiles - Social Media (e.g. LinkedIn) - is a form of representing Appcircle. It should reflect your actual role, not a title you'd prefer to hold.

New team members do not set an Appcircle title on social media on their own. Use the title your manager confirms.
Changing your title later requires written approval from your manager first (a Slack or email confirmation is enough). Update the profile only after you have it.
The title should match your role internally. If a promotion or role change warrants a new title, your manager confirms it - then you update it.

This isn't about control. Public titles shape how customers, candidates, and partners read the team, so they need to stay accurate and consistent.

Company Events¶

Attendance is expected unless you have a valid reason.

If you can't attend:

Let your manager know in advance.
Don't just not show up. That's not how we operate here.

Events exist to build the team — not to check a box. Show up with that mindset.

Some events will require travel or a specific time commitment. Details will be communicated well in advance.