Commonwealth Bank: Employee Performance Review Project

This project is an Employee Performance and Development Review Instruction Manual designed for the Commonwealth Bank of Australia. The manual begins with a brief overview of the bank, followed by a detailed description of the stages in the employee performance review process. It includes a memo from the Human Resource Manager to all employees, outlining the review process. A sample employee performance review form is provided, along with a guide for managers on providing feedback during the review meeting. The project emphasizes the importance of setting expectations, defining goals, tracking performance, and documenting results to ensure a fair and effective evaluation process. The guide for managers offers advice on providing constructive feedback, using positive language, and encouraging employee development. The assignment covers various aspects of performance management, including employee evaluation, goal setting, communication, and feedback strategies, highlighting the significance of the employee performance review process within an organizational context.

Running head: Remuneration and Performance Management
Remuneration and Performance Management
Name of the Student
Name of the University
Author Note

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Table of Contents
Brief Overview of Organization......................................................................................................2
Stages in the Employee Performance Review process....................................................................2
Memo...............................................................................................................................................4
A Sample Employee Performance Review form.............................................................................6
SIMPLE PERFORMANCE FORM............................................................................................6
A guide for managers.......................................................................................................................8
References......................................................................................................................................10

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Brief Overview of Organization
The Commonwealth Bank of Australia is an Australian multinational bank which is
known for having its business across New Zealand, Asia, the United Kingdom and as well as the
United States. The bank is therefore most popularly known for providing a variety of financial
services which includes institutional banking, retail outlets, funds management, various types of
broking services and most popularly the retail business. The company is the largest Australian
listed company in the Australian Securities Exchange as of the report of 2016.
However the bank was founded in the year 1911 by the government of Australia in the
year of 1911. The former global headquarter of the bank is located in Commonwealth Trading
Bank Building on the corner of Pitt Street and as well as in the Martin Place situated in Sydney.
But however in the present date that is from the 2019 banking report findings from the Royal
Commission led the bank into various types of misconduct policy. The report has indicated
negative cultures within the bank as well as there were various types of allegations regarding
fraudulent received, money laundering and various other types of crimes.
Stages in the Employee Performance Review process
Employee Performance Review process is assessed both for the employee evaluation and
development and as well as the knowledge and information gain from the student. Therefore the
main purpose of having the performance review process is to report regarding the ratings of the
employee as well as the efficiency of the employee regarding their work in the organization. This
will also help the company to help the employees understand the organizational values, goals and
expectations. With this the employees will be able to align the individual goals and expectations

3Remuneration and Performance Management
to cater to the organization’s vision and core vision. The steps which are requited in the
performance review planning for the employees are discussed below.
 The first stage will be setting the employee performance expectations for the employees.
Understanding the performance expectations will be providing the company with an
exceptional context for which the performance review will be facilitating the employees
and they will be develop it by assessing their own progress.
 The second stage will be setting out the employee goals or the Objective Based Key
Results. As a manager of the company they should ensure that the employee goals are
well defined. This will help the company to get the employees in shape. And work
successfully and manage the pressure of success.
 The third stage will be tracking down the employee performance which will be an
ongoing process of discussion, improvement, and acquire various types of adjustments
based on the performance of the employee (Hardy, Griffiths and Hunter, 2019).
 The last stage will be documenting down the employee performance which will be
consistent throughout the years of operation. This will be the last stage of employee
performance review process as it also makes way for the feedback to be given more
regularly. But however in the present date it is nearly impossible for the managers to
remember every new observation that is the reason why it is recommended to develop an
appropriate method for the performance documentation which will be able to fit the
company workflow.

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Memo
Date: January 18, 2020
To: All Employees
From: Emma Johnson, Manager,
Common Wealth Bank of Australia
Subject: Employee Performance Review process
I am writing to inform you that over the next few weeks the company will perform a
performance review process for all the employees. Firing any employee for a very bad or poor
performance after evaluation can definitely increase the employer’s risk of the lawsuit. Therefore
it is order to perform effectively while working in the office.
The performance review of the employee will be checking the employee’s ability, skills or the
job knowledge, where the employee will have to address all the individual performance process.
For example a performance review of a good performer shall include various types of phases like
experience is evident or a least performer should include phases like technical skills required as
well as inexperienced has caused loss.
Regarding the productivity of the employee it will be also judged whether or not the
employee is much productive in terms of work. In complete the first few stages of the
performance review cycle the employee will be judged regarding the productivity given by the
employee on the job. Taking for the example of a good employee phases will be included like the
person has increased the overall performance of the team by more than 5 percent, or is a much
focused employee.

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Regarding the communication review in the performance review process, this section of
the performance review will be reviewing the written and as well as the verbal communication of
the employee. For example few of the phases like speaks knowledgeably and clearly will be
written beside the employee who has good communication skills.
Additionally it is recommended for the employee to speak out what assistance they need
from the management or from the facilities. This will help the employee to review the
performance a year from now.
Thanking You,
Emma Johnson, Manager
Common Wealth Bank of Australia

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A Sample Employee Performance Review form
SIMPLE PERFORMANCE FORM
Employee Information
Employee Name Department
Employee ID Reviewer Name
Position Held Reviewer Title
Last Review Date Today’s Date
Characteristics
Qualities Unsatisfactory Satisfactory Good Excellent
1. Works to full
potential
2. Quality of the
work
3. Work
consistency
4. Communicatio
n skills
5. Independent
Work

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6. Productivity
and creativity
7. Coworker
Relation
8. Honesty and
Integrity
9. Technical Skills
10. Attendance and
Group Work
11. Punctuality in
terms of huge
amount of work
pressure
Goals:
Achieved Goals Set In Previous Review:
Goals for next Review Set:
Comments and Approvals:
Comments from Leaders:
Employee Signature : Reviewer Signature :

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A guide for managers
Feedback is a very vital part of the leader’s and as well as the employee’s skillset.
Therefore the project managers, team leaders, teachers, coaches are required to develop skills
over the course of their career. Therefore it is very important to give feedback as well as
receiving information within the teams and the groups. Therefore I suggest each and every
member or to take a closer look into the feedback upon the performance review report shared by
the employees.
According to the author Mironov and Pashuta (2017) the importance of the feedback in
workplace is very much vital to the employee in an ongoing development process. Feedback
from the manager is known for clarifying various types of doubts from where people can learn as
well as build confidence over the problems. Therefore it is recommended that the managers of
the company should try to follow the constructive feedback process which is one of the best
process managers use to provide feedback to the employees.
Feedback is best short given shortly after only when the manager realizes that the
employee requires a serious change to inculcate within oneself. According to the author Hanisch,
Birner and Sabariego (2017). The manager of the company should not wait long to pull someone
up after a bad incident if they have observed a bad behavior. Therefore it is recommended that if
the managers see that the incident is very severe they should respond to it as soon as possible.
Also if the managers have to be guided regarding effective feedback session, it can be
recommended that no one likes receiving vague feedback, taking for example like telling an
employee that he or she is too lazy and is not effective in terms of work.

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In this type of cases the manager has to be more specific regarding the behavior like
taking for example from few of the recent behaviors of the employee in the team. Therefore if
the employee is providing various types of clear suggestion as to how the employee can do
things in a different manner to help foster a good and positive relationship with the employees.
The manager should try not to use any kind of negative phrases which might discourage
the employee. The manager should therefore not make use of terms like “You should not”, “I do
not think …..” Therefore this type of language if used might lead the employee to shut down or
else ignore and as well as disregard the feedback of the manager (Georgiadis and Pitelis, 2016).
Therefore it is recommended to the managers that they should always try to encourage the
employees by saying various types of useful phrases like “may be you can try harder in order to
finish the work on a daily basis.
Avoid the use of various types of negative languages like you should not or else “I do not
think of” when usually talking with the employees inside the organization. This type of use of
language might put down the employee. Also it is instructed to the managers of the company that
they should provide positive feedback to the employees. Providing various types of positive
feedback to the employee will help them by opening up the mind so as by simulating the train
and help them by learning new things. According to the author Gayed, A., Nicholas and Bryan
(2018) it has been found out that the use of only negative feedbacks regenerates the negative
behavior to the person. Therefore feedback should be positive and clear.

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References
Gayed, A., Milligan-Saville, J.S., Nicholas, J., Bryan, B.T., LaMontagne, A.D., Milner, A.,
Madan, I., Calvo, R.A., Christensen, H., Mykletun, A. and Glozier, N., 2018. Effectiveness of
training workplace managers to understand and support the mental health needs of employees: a
systematic review and meta-analysis. Occupational and environmental medicine, 75(6), pp.462-
470.
Georgiadis, A. and Pitelis, C.N., 2016. The impact of employees' and managers' training on the
performance of small‐and medium‐sized enterprises: Evidence from a randomized natural
experiment in the UK service sector. British Journal of Industrial Relations, 54(2), pp.409-421.
Hanisch, S.E., Birner, U.W., Oberhauser, C., Nowak, D. and Sabariego, C., 2017. Development
and evaluation of digital game-based training for managers to promote employee mental health
and reduce mental illness stigma at work: Quasi-experimental study of program
effectiveness. JMIR mental health, 4(3), p.e31.
López‐Pérez, M.E., Melero, I. and Javier Sesé, F., 2017. Does specific CSR training for
managers impact shareholder value? Implications for education in sustainable
development. Corporate Social Responsibility and Environmental Management, 24(5), pp.435-
448.
Santos, M.V. and Mayoral, R.M., 2018. Training autonomous managers for a dynamic
environment. International Journal of Educational Management, 32(4), pp.719-731.
Semenov, V.P., 2018, November. Cluster Organization Principles and the Concept of Training
Cluster Managers. In 2018 XVII Russian Scientific and Practical Conference on Planning and

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Teaching Engineering Staff for the Industrial and Economic Complex of the Region (PTES) (pp.
225-228). IEEE.
Hardy, C., Griffiths, A. and Hunter, M.S., 2019. Development and evaluation of online
menopause awareness training for line managers in UK organizations. Maturitas, 120, pp.83-89.
Mironov, V.V. and Pashuta, V.L., 2017. Management and practical skills building in military
personnel physical training system managers. Theory and Practice of Physical Culture, (10),
pp.6-