Our end-of-year conversation process begins in a couple of weeks. For those who have completed the process previously, you’ll notice changes for 2024.
This year all brands across Carnival Corporation have aligned their performance framework, including moving to a 3-point rating scale and introducing a global performance document.
As we continue to drive a culture of performance, it’s expected that most colleagues should achieve a ‘Successful’ for their end-of-year review. This demonstrates that colleagues understand what’s expected of them and accomplish the right results with the right behaviours.
What’s changing?
Previous years
Manager submits proposed appraisal rating in myHR Portal
All ratings are calibrated against peers and approved by ELT
Colleague completes end-of-year review document in myHR Portal
Final rating shared with colleague at end-of-year conversation. Line manager adds comments to end-of-year review document
Goal setting conversation for year ahead. Colleague adds goals to myHR Portal
New for 2024
Colleague completes self-evaluation in myHR Portal
Manager reviews team member’s self-evaluation then completes manager-evaluation in myHR Portal and submits proposed appraisal rating
All ratings are calibrated* against peers and approved by ELT
Final rating shared with colleague at end-of year conversation. Performance and development goals agreed for year ahead
Colleague adds goals to myHR Portal
What does this mean for colleagues?
By completing a self-evaluation, you’re able to share all your achievements and aspirations with your line manager for them to review before they submit your proposed rating. You’ll still complete just the one document in myHR Portal but this will look different to previous years and will need to be completed at an earlier date – see full timeline below.
What does this mean for line managers?
The self-evaluation enables your team member to highlight their performance and accomplishments from the past year. In your manager-evaluation, you can also celebrate their achievements and progress on their goals, as well as detail areas for growth – performance conversations should be part of your regular 121s, so there’s no surprises if you highlight areas for development and growth opportunities in the manager-evaluation. You’ll also submit their proposed performance rating.
*Calibration meetings are forums which ensure managers are applying a consistent approach to rating performance across the business. This process checks that all colleagues are evaluated through the same criteria, relative to their peer group and without bias – no matter who they report to.
Full end-of-year performance process timeline
Self-evaluation
Individuals share all they’ve
accomplished, goals they’ve met, and
their aspirations for the upcoming
year and document in myHR Porta
Manager evaluation and proposed performance rating
Managers celebrate team members’
accomplishments and progress on
their goals, map out areas for growth,
and suggest performance rating.
Document in myHR Portal
Formal performance calibration
myHR Portal reviews are locked and
performance ratings are calibrated
against peers and approved by ELT
Year-end and goal setting
conversation. Performance
rating confirmed
Conversation to celebrate individuals’
accomplishments and progress,
confirm performance rating and define
Goal setting
Individual to add three to five
goals in myHR Portal
Reward/compensation
statements available
Compensation statements
distributed to employees
Colleagues will be supported though the end-of-year performance process with regular email updates, toolkits and myHR Portal quick reference guides. Look out for more details coming soon.