Year-end Performance Management

2013 process is now OPEN in CapInTouch!

The 2013 Year End Performance Review process is now available in CiT.

Annual performance reviews are a key component of your career development at Capco. Our performance management cycle runs from January - December. Please review this announcement and the attachment to get a full understanding of what is expected of you in this process. The Human Capital team will continue to update you periodically over the course of the next few months to help move this process forward in an efficient and effective manner. Thank you in advance for your commitment to this critical part of our People strategy.


  • Add your Career and Project Objectives to the CiT Career page (if not already completed) no later than December 31, 2013
  • Ensure that Project Appraisals have been completed by your project manager for every project you have worked on for 4 weeks or more during 2013 no later than January 10, 2013
  • Capture Supplemental Feedback from applicable project managers/functional leads/internal clients/peers whom you have worked with throughout the year (see FAQs below) no later than January 10, 2013
  • Complete your Self-Appraisal against your Project and Career objectives (see FAQs below) no later than January 10, 2013
  • Schedule a meeting with your Coach before your domain roundtable to discuss your 2013 performance so that they are prepared to represent you at the roundtable. A schedule of the roundtables will be distributed shortly.

  • Year-end Roundtables

    Paris Office Roundtables:

    We will be holding roundtables in order for your performance manager to provide feedback on your performance and to determine an overall rating and in order to evaluate your contribution rating. The roundtable participants will also nominate individuals for promotion where appropriate. The roundtables will take place in January 30 & 31, 2014.

    All information regarding roundtables process, tools, documents, calendar, etc. are online on CiT:


    The CiT Performance Management User Guide is attached for your reference. As the Performance Management tool in CiT is new this year, we wanted to provide some guidance on using this for the year-end process.

    How do I complete my end of year self-appraisal?

    You should add comments against your career and project objectives to show how you performed against the objectives. Your coach will have access to the objectives and comments and will be able to use them to represent you at the roundtables.

    What is Supplemental Feedback and how is it captured in CiT?

    Supplemental feedback is ad hoc feedback from applicable project managers/functional leads/internal clients/peers whom you have worked with throughout the year. It provides performance feedback on contribution and competency, but no rating is issued. It is factored into your year-end review. If it is a substantive piece of work, please set up an internal role in CiT with a Project Manager and request feedback for the work. If the work was a smaller activity (e.g. attended an ATP Assessment Center Day), then the person responsible for the event or activity would send you a CiT thank you badge. If you have received performance feedback via email or other channels, please share this information directly with your coach.

    As a Project Manager and/or Coach, when can I enter Project / Career feedback for my protege(s)?

    The window is open. Please ensure all feedback is entered by January 10, 2014.

    How can I see a summary of all data points for my protégés?

    Go to Career/My Protégés/Protégé name and click on ‘crib sheet’ you will be able to see a summary of all ratings and thank you badges entered into CiT.

    How can I see the project appraisals for my protégés?

    Go to Career/My Protégés/Protégé name and click on ‘projects,’ you will be able to see the project appraisals completed in CiT.

    Criteria for Ratings

    These are the criteria that will be used to determine your performance ratings. Please also refer to the Expectations Framework on CiT.

    Competency Assessment

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    Contribution Assessment

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    Promotion Consideration

    You will be nominated for promotion if the roundtable participants determine that you have demonstrated sustained performance at the next level. Nominations will be reviewed during the Remuneration Committee in February/ early March 2014.

    If you have any questions, please contact your Human Capital Lead: June Mausset