Why do we have this?
We care about 2 things when it comes to performance:
To enable Jurors to deliver results, we must be crystal-clear about what good looks like and how we measure and enable exceptional performance.
Table of contents
At Juro, performance means: How do you meet the expectations of your job description (JD)?
JDs vary for each role but always contain the same 5 elements:
| Job title | Depending on level (e.g. associate, senior, staff) |
|---|---|
| Mission | Why this role exists at Juro |
| Outcomes | What success looks like for this role |
| Responsibilities | How to achieve those outcomes |
| Behaviours | ‣ are a core requirement for every Juror to follow |
JDs for each role are documented under ‣.
This is still a startup so expect some JDs to be work-in-progress or get updated over time. Your manager will tell you if your JD changes.
We assess performance company-wide every 6 months in our performance retro. Everyone takes part except those on probation or a performance recovery plan.
During this process, your manager evaluates your performance over the last 6 months against the expectations of your JD and places it in 1 of 3 categories. A good retro: