Purpose
Establish a standardized, objective system for evaluating staff, classifying A/B/C players, determining annual raise eligibility, and triggering corrective action when performance falls below standards.
Scope
Applies to CVA staff after onboarding, including 30-day, 60-day, 90-day, annual, and ongoing performance reviews.
Evaluation Method
Use a standardized rubric with objective criteria.
- Rate each category on a 1–5 scale.
- Total possible score: 90 points.
- The final score determines performance category, A/B/C classification, raise eligibility, and corrective-action requirements.
Score Interpretation
| Total score | Category |
|—-|—-|
| 80–90 | Exceeds expectations |
| 70–79 | Solid performance |
| 60–69 | Meets expectations |
| 45–59 | Below expectations |
| Below 45 | Performance risk |
A/B/C Classification
A player (80–90): Consistently exceeds expectations, delivers accurate work quickly, supports the team, and contributes ideas. Reward, retain, grow, and promote.
- B player (60–79): Reliable and coachable, consistently meets expectations, and has growth potential. Coach, stretch, and develop.
- C player (below 60): Missed deadlines, reliability or communication gaps, frequent oversight, or negative impact. Begin immediate corrective action, such as a two-week PIP or exit review.
Annual Raise Matrix
| Category | Score | Annual raise |
|—-|—-:|—-:|Raises are awarded once per year during the annual evaluation and are score-based. An active PIP, a final warning within the previous 90 days, or an integrity, time-tracking, or compliance violation disqualifies the employee from a raise regardless of score.
30/60/90-Day Reviews
30 days: Complete the rubric and use the A/B/C result as a trajectory indicator; no raise or PIP at this stage.
- 60 days: Reassess trajectory; continued C-level signals indicate retention risk.
- 90 days: The employee exits or moves to Active status. Active staff follow ongoing performance management.
Corrective Action and Governance
A score below 60 or a C classification triggers a 14-calendar-day PIP with no extensions.
- The employee must reach B-level performance by Day 14 or enter termination review.
- Document every evaluation, retain scores for auditability, and reference the final score in raise decisions.
- Do not override the process without executive approval.
| Below expectations | 45–59 | 0% |
| Meets expectations | 60–69 | 2% |
| Solid performance | 70–79 | 4% |
| Exceeds expectations | 80–90 | 6% |