OKR template to implement unbiased performance evaluations system
The OKR's primary objective is to implement an unbiased performance evaluation system. One of the key outcomes of this objective is to develop a new evaluation tool that eliminates subjective bias by the end of Q2. The means to achieve this includes prototyping, testing, defining a framework for the tool, and examining existing evaluation tools for potential bias issues.
Another important outcome is to lessen the variance in appraisal scores among different genders to under 10%. The initiatives for accomplishing this include regularly reviewing and adjusting appraisal criteria, adding bias-deterrent policies in the appraisal procedure, and carrying out gender-neutral performance evaluation training for managers.
To successfully embed the new system, all managers will be trained on the new evaluation process within the next 60 days. Creating an inclusive training schedule for managers, conducting feedback sessions post-training for any necessary improvements, and distributing training resources and materials are the key initiatives for achieving this goal.
Overall, this OKR is centered around creating a fair and inclusive performance evaluation norm. It is firmly committed to reducing bias and ensuring an equitable work environment by developing an impartial tool and training managers on its use.
Another important outcome is to lessen the variance in appraisal scores among different genders to under 10%. The initiatives for accomplishing this include regularly reviewing and adjusting appraisal criteria, adding bias-deterrent policies in the appraisal procedure, and carrying out gender-neutral performance evaluation training for managers.
To successfully embed the new system, all managers will be trained on the new evaluation process within the next 60 days. Creating an inclusive training schedule for managers, conducting feedback sessions post-training for any necessary improvements, and distributing training resources and materials are the key initiatives for achieving this goal.
Overall, this OKR is centered around creating a fair and inclusive performance evaluation norm. It is firmly committed to reducing bias and ensuring an equitable work environment by developing an impartial tool and training managers on its use.
Implement unbiased performance evaluations system
Develop a new evaluation tool that removes subjective bias by end of Q2
Prototype, test, and finalize the developed tool- Design a framework outline for a new, unbiased tool
- Research existing evaluation tools and identify their bias issues
- Decrease variance in appraisal scores across different genders to less than 10%
- Regularly review and adjust appraisal criteria
- Implement bias-deterrent policies in the appraisal process
- Train managers on gender-neutral performance evaluations
- Train all managers on the new evaluation process within the next 60 days
- Create a comprehensive training schedule for all managers
- Conduct feedback sessions post-training for improvement
- Distribute training resources and materials to managers