1. 2016 Year-End Performance Management

2. Performance Review Timeline
Task
Timing
Notes
Employee Writes Self-Review
November 7, 2016 –
November 18, 2016
(2 weeks)
Employees assess their performance over the last year, including performance in relation to the Revlon Values and Core Competencies and overall achievements.
Manager Writes Employee Review
November 21, 2016 –
December 9, 2016
(3 weeks)
Managers complete year-end review forms for each of their employees, including describing the employee’s performance in relation to the Revlon Values and Core Competencies and overall achievements
Second Level Manager Approves Review
December 12, 2016 –
December 16, 2016
(1 week)
Second Level Managers review and approve the assessment written by their second level direct reports.
Manager Meets with Employee
January 30, 2017 –
February 17, 2017
Managers and Employees meet to discuss the year-end review and ratings.
Employee & Manager Signature on Performance Reviews
February 20, 2017 –
March 3, 2017
Managers and Employees electronically sign the year-end review to acknowledge that they have met to discuss the employee’s performance and final ratings.

3. mySVC Year-End Reviews: Process
Employees complete the online self-review form. Employees will rate themselves on Revlon’s Values and Core Competencies and describe achievements over the past year. Employees are encouraged to write comments in each section.
Managers complete the online review form for their direct reports. Managers describe and rate their direct report’s on Revlon’s Values and Core Competencies and the employee’s achievements over the past year. Managers are encouraged to write comments in each section.
Second level managers approve the online review form for their 2nd level direct reports. Second level managers have the ability to send the form back to the direct manager if they wish for edits to be made to any section of the form.
On both the employee’s self-review and the manager’s review, an overall performance rating is given by the employee and manager with a written summary of the employee’s performance, as well as strengths and areas for development.
At each open step in the process, notifications will be released to inform the employee, manager and 2nd level manager when they have open tasks to complete. Tasks should be completed timely and in accordance with the year-end timeline.

4. mySVC Year-End Reviews: Form
The 2016 Year-End Review form is broken out into the following sections:
Revlon Values
Achievement
Innovation
D.R.I.V.E.
Core Competencies
Leadership
Job Knowledge
Teamwork
Self-Awareness
Intellectual Creativity & Problem Solving
People Management
Employee Results (*new* - replaces Objective Setting this year)
Overall Year-End Performance Rating

5. mySVC Year-End Reviews: Form
Under each Value and Core Competency, there are definitions available to assist employees and managers in choosing the appropriate rating.
Choose a rating that reflects the employee’s performance in relation to each Value and Competency by selecting the appropriate radio button. Write comments in the space provided to support your rating selection.

6. mySVC Year-End Reviews: Form
The Employee Results section replaces the Objective Setting section for 2016 only.
In this section, both employees and managers describe the employee’s key activities over the past year.
The activities described in this section may include special projects or initiatives. They should be relevant to the business and should describe the performance achieved in the activities.
If informal objectives were set between the employee and manager, describe the objective(s) in this section.
Ratings are required to assess performance in relation to these activities.
TIPS:
Employees may enter more than one key activity.
Managers may enter and assess the same achievements that the employee enters. However, if a manager chooses to describe other accomplishments, or highlight an area in which a deliverable was not met, he or she may do so and rate the individual on those activities accordingly.
If entering more than one example of key activities, assess the performance based on the overall or average performance in relation to this section. Consider the weight or importance of the various achievements. For example, if listing 3 examples, factor in how these results impacted the business or team and overall how the employee achieved them. This will help to determine if the work over the past year was performed on the level of a 4-rating, 3-rating, 2-rating or 1-rating.
Comments are required in this section. If entering a rating without a comment, the form will not submit. It is important to utilize this section with examples and specific results.

7. mySVC Year-End Reviews: Form
Below is an example of the Employee Results section.
Employees and managers assess and rate the deliverables assigned and executed over the past year.
Enter 1 or more key activity over the past year. These can be special projects or initiatives and should be relevant to the business and above the employee’s normal job duties.
Enter the results achieved in relation to the listed activities. Be specific in describing the results.

8. mySVC Year-End Reviews: Form
In the Overall Year-End Performance Rating section of the year-end form, rate the employee’s performance against Revlon’s Values, Core Competencies, and Employee Results.
Managers should consider the relative weight and importance of individual accomplishments in determining the overall rating. For example, some individual ratings may carry a greater weight in the overall rating due to the nature of the work involved.
Both employees and managers will have the opportunity to provide their final score in the Overall Rating dropdown. The Overall Rating provided by the manager will be the final rating given to the employee during the end of year Manager/Employee meetings.
The final rating must not be communicated to the employee until the system informs managers that it is ok to meet with their direct reports. This step will indicate that ratings have been approved by management.
Comments in the overall performance section are required. Both managers and employees should enter comprehensive feedback on the employee’s full year performance. Reference key achievements and results and give specific examples of strengths – knowledge, skills, and abilities that contribute to positive business results as well as opportunities for development.

9. mySVC Year-End Reviews: Form
Following the year-end review meeting with the manager, employees will have one more chance to enter any final comments in the Employee Final Comments section. Comments in this section are optional.
Final comments will not affect the overall rating, but rather will be an opportunity for the employee to provide additional comments and feedback if they choose to.
Remember, by signing the year-end review, the employee is not confirming that they agree with the review. They are acknowledging that they have reviewed their performance review and rating with their manager.

10. 4-Point Rating Scale Considerations
For 2016 we will continue the 4-point rating scale. Below are some considerations when assigning ratings for your direct reports.
Candid, open and constructive communications about performance and achievement of results are important to help drive the success of our business and people.
Managers must ensure that the performance ratings they assign are objective, accurate, and align to the business results of individuals' departments or groups, not only to personal objectives and competencies. If a department or business unit did not perform well, this should be reflected in the trend of ratings for employees in that group. Even the most exceptional performer needs to deliver the results expected of their business unit.
Close cross-functional collaboration among Regional and Functional leaders, dotted line reports, and significant peers when developing final performance ratings is an important part of the process. Managers and department leaders are responsible for working with their local HR Generalists and soliciting feedback from key business partners to properly calibrate individual ratings to ensure that necessary feedback is received and incorporated.
Rating Scale
4 – High Achiever Consistently Exceeded Target Performance
3 – Solid Performer Consistently Met Target Performance
2 – Needs Progress Sometimes Met Target Performance, opportunities for development
1 – Under Performing Below Target Performance, immediate improvement required

11. Overview
Each step in the year-end review process should be completed timely in accordance with the year- end timeline. Failure to complete the steps by the due date may cause a delay in subsequent approval steps.
Formal Objectives were not set in mySVC in Instead, that section has been replaced with the Employee Results section which will be used to describe certain achievements over the past year.
The 4-point rating scale will continue for Ratings considerations include aligning to the business results of the department in addition to individual performance, as well as ensuring cross- functional feedback is incorporated into the form and the final rating.
Comprehensive comments are encouraged in all sections of the form. Comments are required in the overall performance rating section in order to ensure overall feedback is captured. This feedback will be shared with the employee during the performance review discussions in March 2017.
More detailed information on the steps in the Performance Review process can be found in the detailed User Guide that was included in the Revlon News memo released on November 2nd. If you need another copy, or need a translated version, please reach out to your local HR Generalist.