Evaluation Dimensions & Rubric

Context

The Performance Evaluation Rubric document defines the dimensions along which all Gradient employees will be evaluated on a bi-annual basis. It also lays out the rubrics that all team members and their managers will use to evaluate performance based on the employee’s role: Research, Product, or Internal—please reference your respective rubric in the document.

The results from the evaluation will then feed into the overall bonus allocation formula and implicitly inform the possibility and magnitude of a merit-based raise. Moreover, this process is designed to give employees a regular opportunity over the course of a year to benchmark their performance and help Gradient by revealing where the company can better coach, nurture, and cultivate the skills that its team members need.

The following assumptions are being made in the development of this rubric:

• Completed by all full-time employees bi-annually
• Completed by team members’ manager(s)
• Employees complete the evaluation rubric corresponding with their role
• Inform a bi-annual “no stakes” performance check-in with an employee’s manager(s) to ensure that team members are regularly apprised of their performance relative to the expectations defined in their respective rubric
• Used as one (of many) inputs into the bonus pool allocation (assuming there is one to be allocated)
• Inform the possibility and magnitude of merit-based compensation changes
• Has no effect on the inflation-based compensation changes, determined by management

Given the above assumptions, the rubrics need to be:

• Applicable to every employee within the respective team
• Result in a quantifiable output
• Easily deployed
• Consistent throughout the calendar year