Facebook's Performance Management System


Our Mission: Give people the power to build community and bring the world closer together.

People use Facebook to stay connected with friends and family, to discover what's going on in the world, and to share and express what matters to them. Below description provides a better insight into how the Organizational Employee's Performance Management system functions.

360o Feedback: Employees and supervisors at Facebook for the most part realize what's in store when half-yearly execution audits move around. Because of the organization's constant stream of 360 continuous criticism, everybody has a decent comprehension of a worker's presentation before the evaluation, limiting any vulnerability or equivocalness on the two finishes. 

Peer Group: The entirety of Facebook's worldwide workers approach interior programming that empowers ongoing feedback among collaborators, while the board utilizes the product to monitor venture advance and give general help. The data assembled in this framework, just as the criticism gathered from three to five close associates in peer audits, is the thing that administrators use to decide every representative's performance at the semiannual survey.

Survey System: The executives takes advantage of the lucky break during execution audits to compensate the presentation of extraordinary workers, though failing to meet expectations employees once in a while make it to their exhibition survey. Representatives leave their appraisals with an evaluation out of seven. The numbers are given definitions from "redefines" to "doesn't meet." This stack positioning framework has clearly attempted somewhat, as prove by the informal community's cosmic achievement and great ability, yet it has had a fairly polarizing impact among employees and ex-workers.

Performance Assessment: There is a two week time frame where workers request peer feedback, compose a self evaluation, and compose a chief appraisal. Supervisors at that point read all the companion input and the self evaluation and decide an "Performance Assessment" or rating of the representative's presentation throughout the most recent a half year just as whether it is the perfect time to promote the worker."

Outcome: Employees have two performance evaluations at regular intervals. An online application enables representatives to always give and get input. The conventional audit at that point utilizes the aftereffects of these every now and again happening feedback communications. Regardless of whether the input is certain or negative, the reason for the discussion is to comprehend the employee's inspirations and development opportunities. During the performance review, workers are given achievement measurements which evaluate their outcomes.

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