Goal setting, feedback, appraisals
At Philea, our approach to performance management is deeply rooted in our value of transparency. We are open about what we do and how we work, and we view feedback – both positive and constructive – as an opportunity to learn, grow, and lead by example. This commitment to openness is reflected in our performance and appraisal processes, which are designed to be fair, consistent, and development-oriented.
In 2023, we took meaningful steps to enhance equity across the organisation, particularly in remuneration. With the support of Berenschot consultancy, we benchmarked key roles against similar positions in Brussels-based NGOs and trade associations. This led to the introduction of four responsibility levels – Officer, Coordinator, Manager, and Leader – each linked to a defined salary range, accessible in the Financial Handbook.
Goal Setting
Performance enables staff and managers to set, track, and align goals in a clear and structured way. The platform supports individual, team, and organisational objectives, making it easier to stay focused and monitor progress throughout the year.
Creating a goal is simple and flexible. You can start from scratch or use AI-generated suggestions to define the goal’s name, description, timeline, and measurement method. Goals can be linked to broader organisational objectives, assigned to specific owners and contributors, and set to either private or public visibility.
Progress can be updated at any time, either manually or through predefined measurement fields. Each update is logged in the goal’s history, allowing for transparent tracking and ongoing reflection. Filters help you view goals by types, status, or progress, ensuring that priorities remain visible and aligned across teams.
Feedback
Performance supports a culture of feedback, enabling staff to share timely, constructive input with colleagues at any time – not just during formal review periods. This ongoing exchange helps teams stay aligned, grow together, and make improvements in real time. The platform’s AI-powered refinement tool makes it easy to write thoughtful, actionable feedback. Whether you are offering praise, suggesting improvements, or sharing observations, Performance helps you express your message clearly and professionally.
Feedback remains private and is visible only to the recipient. Monthly reminders encourage staff to share feedback regularly, and suggestions are based on recent interactions or review activity. This approach fosters trust, encourages open communication, and supports a more agile and responsive work environment.
“We are open about what we do and how we work. We are eager to learn from both successes and failures, and welcome constructive criticism as an opportunity to continually improve and lead by example.”
Appraisal (Cycle Review)
Performace reviews are a key part of Philea's development process. They provide a structured and transparent framework for evaluating individual contributions, professional growth, and alignment with organisational values. Line managers play a central role in completing evaluations for their team members, as well as their own self-assessment.
At Philea, we use a balanced approach to assess performance, combining results delivery, personal development, and alignment with our organisational culture. This process ensures that each team member is progressing toward their goals, demonstrating growth potential, and making a meaningful impact. It also helps track the development of key competencies, enabling employees to take on greater responsibilities as the organisation evolves.
During each review cycle, managers are automatically assigned to complete evaluations for their direct reports. They can access review forms, view peer feedback (if shared), and read self-assessments once submitted. After submitting a review, the feedback becomes visible to the team members.
Effective reviews should be specific, objective, and constructive. Managers are encouraged to use examples, highlight strengths, and identify opportunities for growth. This supports meaningful conversations and helps align expectations, performance, and development goals.
In line with Philea's value of transparency, the appraisal cycle is designed to enhance fairness, transparency, and development across the organisation. Through structured evaluation and collective decision-making, Philea ensures an objective assessment of employee performance and values.
Any potential salary raises and promotions for colleagues are determined collectively at the Executive Office level, reinforcing fairness and accountability. Decisions affecting EO members are reviewed by the CEO and a group of Board representatives, applying the same principles of transparency and equity.
The appraisal process includes 360° evaluations, which not only support individual development but also help the EO identify shared areas for growth and collaboration. These insights are discussed collectively, reinforcing Philea's commitment to continuous improvement and strategic alignment.
Rating guidelines
- Level 6 – Solid is considered the benchmark. Performance is expected to be delivered at this level, representing solid achievement aligned with the objectives outlined in the workplan.
- Ratings above 6 should indicate performance that exceeds expectations and must be supported by clear, concrete examples.
- Ratings below 6 should also be justified with specific context.
Each section of the appraisal form includes a free text space at the end where managers can provide these examples to ensure transparency and consistency.