Early feedback and guidance for success.

Performance is rated using the following 7-point scale:

• Exceptional/Promotion Ready (7): Far exceeds expectations in all areas; demonstrates leadership potential early in tenure.

• Outstanding (6): Strongly exceeds expectations in most areas; shows initiative and reliability.

• Exceeds Expectations (5): Performs above expectations in several areas; dependable and quick to learn.

• Meets Expectations (4): Consistently meets the standard expected for the role at this stage.

• Needs Improvement (3): Some performance gaps; requires closer supervision and additional support.

• Below Expectations (2): Frequently misses expectations; concerns about performance and fit.

• Significantly Below Expectations (1): Substantially underperforms; continued employment may not be viable.

• Strengths (2–3 demonstrated in the first month)

• Areas of Opportunity (2–3 areas for continued development)

• Goals (set for the next 60 days, to be reviewed at the 90-day evaluation)

• Education/Training Needs (specific areas with suggested actions and timelines)

• Overall rating and supervisor feedback

Education/Training Needs: Identified with suggested actions and timelines

• For new hires only. Determines continued employment. Does not affect pay or benefits.

• Set goals for the next 60 days.

Conducted within 1 week of the 30-day milestone.

Early feedback and guidance for success.

Performance is rated using the following 7-point scale:

• Exceptional/Promotion Ready (7): Far exceeds expectations in all areas; demonstrates leadership potential early in tenure.

• Outstanding (6): Strongly exceeds expectations in most areas; shows initiative and reliability.

• Exceeds Expectations (5): Performs above expectations in several areas; dependable and quick to learn.

• Meets Expectations (4): Consistently meets the standard expected for the role at this stage.

• Needs Improvement (3): Some performance gaps; requires closer supervision and additional support.

• Below Expectations (2): Frequently misses expectations; concerns about performance and fit.

• Significantly Below Expectations (1): Substantially underperforms; continued employment may not be viable.

• Strengths (2–3 demonstrated in the first 90 days)

• Areas of Opportunity (2–3 areas for continued development)

• Education/Training Needs (specific areas with suggested actions and timelines)

• Overall performance rating and supervisor feedback

New Goals for the Annual Evaluation:

• Community Goal*

• Operational Goal*

• Training Goal*

• Personal Goal*

*See Definitions tab for more information.

• Determines continued employment and establishes annual performance goals. 

• Does not affect pay or benefits.

Conducted within 1 week of the 90-day milestone.

• HR enters annual goals into Wrike after the evaluation.

• Please see the Goal Tracking Procedure PDF in Total Commander > E Drive > Human Resources Folder > Policies to access goals in your Wrike dashboard.

Annual evaluations are a key part of JBPro’s performance process. These reviews are designed to:

• Recognize contributions and achievements.

• Align your work with JBPro’s values and long-term goals.

• Provide feedback to support continued growth.

• Set and evaluate progress on goals.

• Inform decisions about raises, bonuses, and promotions.

Annual evaluations occur once per year for all eligible employees and are based on multiple areas of performance, each with clear scoring.

1. Qualitative Feedback 

Employees are evaluated using feedback from multiple sources:

• Self – Your own assessment of strengths, challenges, and progress.

• Peer – Input from colleagues you work closely with.

• Supervisor – Direct manager’s evaluation of performance.

• Leader – Department head or company leadership perspective.

Examples of qualitative areas assessed include: teamwork, initiative, leadership, communication style, collaboration, and problem-solving.

2. Core Values

You will be evaluated on how your work reflects JBPro’s 7 Core Values:

• Dedication*

• Quality*

• Family*

• Advocacy*

• Communication*

• Teamwork*

• Optimism*

*See Definitions tab for more information.

3. Responsibilities

Evaluation of your role responsibilities tied to your job description and expectations. This may include project delivery, client service, accuracy, timeliness, and other position-specific duties.

4. Goals

New goals are set and existing goals are reviewed. Each annual evaluation includes four types of goals:

• • Community Goal*

  • Operational Goal*

  • Training Goal*

  • Personal Goal*

*See Definitions tab for more information.

Goals must be specific, measurable, and realistic. They are entered into Wrike during the evaluation process. 

5. Data

Key Performance Indicators (KPIs)* provide measurable insights into role performance. Currently, KPIs include:

• Working Hours

• Billable Hours

More KPIs may be added over time. 

*See the KPIs section of this hub for details.

Performance is evaluated across the five categories listed above.

2025 Evaluation Weighting

• Qualitative: 25%

  • Self: 6.25%

  • Peer: 6.25%

  • Supervisor: 6.25%

  • Leader: 6.25%

• Core Values: 25%

• Responsibilities: 25%

• Goals: 25%

• Data (KPIs) - Not included in the 2025 score

2026 and Beyond Evaluation Weighting

• Qualitative: 20%

  • Self: 5%

  • Peer: 5%

  • Supervisor: 5%

  • Leader: 5%

• Core Values: 20%

• Responsibilities: 20%

• Goals: 20%

• Data (KPIs): 20%

Annual evaluations directly inform:

Raises

• Evaluation results help determine salary adjustments for the upcoming year.

• Employees who demonstrate high performance, strong alignment with JBPro’s values, and achievement of goals are more likely to receive increases.

• Raises are effective the first Saturday of the new year and communicated in writing.

Bonuses

• Performance feedback from annual evaluations informs discretionary bonuses.

• Bonus decisions reflect both individual contributions and company performance.

• Bonus amounts are paid by Black Friday each year.

Promotions

• Annual evaluations provide key insights into your readiness for increased responsibility or new roles and help leadership identify employees for career advancement and succession planning.

• High performers who exceed expectations in qualitative feedback, core values, responsibilities, and goal achievement are considered for promotions.

401(k) Profit-Sharing Announcements

• Your annual evaluation does not affect the amount of your profit-sharing, but it determines when and how you are informed about it. 

Who is eligible:

• All full-time, permanent employees are included in the evaluation cycle.

• Part-time, temporary, and contract employees are not currently included.

New hires:

• Employees hired between October 1 and June 30 will participate in the current year’s evaluation cycle.

• Employees hired after July 1 will not participate in the current year’s Annual Evaluation, since there isn’t enough time to complete a meaningful review.

• Instead, they will begin participating with the next October cycle.

Examples:

• Hired in March 2025 → You will complete your 30-Day, 90-Day, and then participate in the Fall 2025 Annual Evaluation.

• Hired in August 2025 → You will complete your 30-Day and 90-Day evaluations, but will not participate in the 2025 Annual Evaluation. Your first Annual Evaluation will occur in Fall 2026.

Transfers or promotions:

• Employees who transfer roles or are promoted during the year remain in the annual evaluation cycle, with performance measured against the responsibilities of their current role.

Why this matters:

• Fair and Accurate Evaluations: Employees need sufficient time in their role to demonstrate their skills, contributions, and alignment with JBPro’s values. Evaluating someone too early could result in an incomplete or misleading picture of performance.

• Meaningful Feedback: By waiting until employees have several months of experience, evaluations can provide actionable insights that truly support professional growth.

• Goal Alignment: Employees have time to set and begin working on goals, giving evaluations context for both achievements and areas for improvement.

• Consistency Across the Organization: This approach ensures that all employees are evaluated on a comparable timeframe, making reviews equitable and consistent across teams.

• Supports Long-Term Development: Early evaluations (30- and 90-day) focus on onboarding and initial progress, while annual evaluations assess sustained contributions and readiness for raises, promotions, or additional responsibilities.

Evaluations aren’t limited to one point in time, they build on progress tracked throughout the year. JBPro monitors performance in three main ways:

1. Goals

• Goals are either set during your 90-Day Evaluation or Annual Evaluation and reviewed during the following Annual Evaluations.

• Each goal is designed to be specific, measurable, and realistic, with a clear target date.

• Goals are entered into Wrike, where progress can be tracked and updated throughout the year.

• Supervisors review goals during check-ins to make sure you have the resources and support to meet them.

2. KPIs

• Key Performance Indicators (KPIs) provide measurable insights into your work.

• Current KPIs focus on Working Hours and Billable Hours, with additional KPIs to be added in the future.

• KPIs are monitored continuously and sent to you and your supervisor weekly.

*For more information, see the KPI Section of this hub.

3. Supervisor Check-Ins

• Your supervisor will schedule regular check-ins throughout the year.

• These conversations provide an opportunity to:

  • Discuss progress on goals and KPIs.

  • Address challenges or barriers.

  • Request resources or support.

  • Adjust priorities if needed.