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The company applies a Professional Development Review Process in the form
of annual meetings held to facilitate the exchange of views, assessments, rec-
ommendations and information between an employee and his/her immediate
supervisor, in the presence of the supervisor in the next level up the manage-
ment hierarchy, if this is possible from an organisational point of view. The em-
ployee and his/her supervisors review and discuss regularly the employee’s
progress and his/her overall career path within the company. The general and
specific criteria for advancement are examined and taken into consideration in
setting the personal goals and training needs for the employee concerned, as
well as in formulating an appropriate succession plan for those employees who
are close to retirement.
In addition, the company has developed an Executive Evaluation Guide that
serves the following key objectives:
- Τo assess the progress made by the evaluee.
- To identify and agree/accept the priorities for the next year.
- To resolve problems that arise during the year.
- To mobilize personnel towards the achievement of corporate targets.
- To ensure the comprehensive planning of actions and initiatives to help
achieve corporate targets.
- To provide evaluees with counseling regarding their personal professional
development.
- To provide the supervisor-evaluator with feedback on the views of the eval-
uee regarding any problems in their collaboration.
- To improve the performance of the evaluee and of the company in its en-
tirety, and to identify priorities for improvement as input to the Executive de-
velopment and training process.
The company applies a Perform-
ance Review System to record and
asses in an objective manner the
performance of every employee
against specific performance crite-
ria. The relevant procedure takes
place at the end of every year. The
evaluation (carried out by the em-
ployee’s direct and indirect super-
visors) and the performance
appraisal interview that follows
provide employees and their asses-
sors with the opportunity to ex-
change views, to reward specific
aspects of performance, to identify
areas for employee improvement
and to establish a training and per-
sonal development plan for the
next year. The purpose of the sys-
tem is twofold: To guide the objec-
tive evaluation of the performance
of employees on the basis of their
contribution to the achievement of
the corporate targets, and to help
employees improve and develop
further. The application of this sys-
tem during 2012 led to the promo-
tion of five (5) employees.
As a new company, the goal of PROTEGRIA S.A. is to evaluate the performance
of all its employees and to ensure that they receive information on their career
development from their supervisors. The company applies a Performance Re-
view System for all personnel employed for more than six (6) months. Under
this system, employees during the year receive from their direct supervisors
regular verbal updates on their performance and – at the end of the year – a
written performance and career development review. Newly-recruited em-
ployees work on probation for a first “trial” period, during which they are eval-
uated in terms of their adjustment to their job, the interest that they show in
the subject scope of their work, and their know-how and ability to cope with
the requirements of their position.
