Historically, senior and executive leaders have relied upon low and mid-level managers to independently evaluate their direct reports and distribute performance bonuses and incentives. At Funken, we believe that performance appraisal and recognition are key responsibilities of senior leadership.

Funken, therefore, supplies a methodology that enables senior leaders to easily and meaningfully participate in these key human capital development functions.

Our performance appraisal system includes the following components:

Standardized rating scales and performance evaluation templates that enable direct supervisors to equitably rate individuals' performance and alignment to organizational values;
Presentation templates that enable managers to provide consistent reports of key strengths, weaknesses, accomplishments and development plans for individual contributors, as well as summaries of vacancies and anticipated future staffing requirements;
Visual synthesis of manager inputs that enable senior leaders to make strategic decisions regarding hiring, organizational restructuring, outsourcing, etc.;
Custom worksheets and formulas that enable equitable allocation of bonus pools and incentives based on individuals' performance and values ratings;
Hiring plans to address future needs and current personnel vacancies; and
Strategic development and succession plans that document strategies to recognize, reward, promote and develop future leaders as well as coaching tactics and performance improvement plans for under-performing staff.

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