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Leverate

Performance review

Grow Together, Achieve Beyond

Annual Review 2027

Dear Leveratians,
Every great work we’ve ever created has always started with one thing:
“PASSION”
Today, we launch “P-M-S: Performance for Excellence with PASSION” — not just a review system, but a culture that’s playful, agile, and bold enough to dream big.
This isn’t about who’s the busiest, but who dares to grow, create, and make an impact. Because true performance always comes from real passion.
“Grow Together, Achieve Beyond.”
Let’s start together.
MarlinaChief Executive Officer

The journey

Four months, six moments.

  1. Step0112 Oct 2026AnnouncementIf you're eligible, People & Culture email you a link to this system.
  2. Step0212 Oct – 11 Nov 2026Form completionYou fill in your self-assessment. Your Primary (your direct superior) and your HOD (head of department) fill in theirs. At the same time, colleagues give 360 feedback (input from people who work with you).
  3. Step0312 – 19 Nov 2026Final completionYour Primary and your HOD go through your result together, with People & Culture there.
  4. Step0419 Nov – 3 Dec 2026CalibrationPeople & Culture compare results across departments, a step called calibration. They also add the behaviour assessment.
  5. Step057 Dec 2026 – 8 Jan 2027One-on-oneYou meet with your Primary and your HOD. You talk about your achievements, your gaps, your development plan and your KPI for next year.
  6. Step0611 – 31 Jan 2027Official letterWhen your result is approved, People & Culture send you an official letter. Sign it and return it before the deadline.

Inside the form

One question, asked many times.

  1. 5Outstanding
  2. 4Exceed The Expectation
  3. 3Meet The Expectation
  4. 2Below The Expectation
  5. 1Poor
One kind of question
Every question works the same way. You pick a score from 1 to 5 and write a reason. That's all you fill in.
Read the description first
Each score has a short description of what it looks like for that competency. Read it before you choose.
A reason behind every score
Give a real example for every score, high ones too. Write at least 50 characters for a competency and 100 for a KPI. A reason for a company value is optional. At the end, you write at least 100 characters of overall notes.
Submitting is final
Until you submit, you can come back and change your answers as often as you like. After you submit, you can't change anything.

Questions

Asked before.

Why am I in this review?

You've worked here for at least one year by the December cut-off. This rule covers permanent and contract staff. People & Culture decide who takes part before the review starts.

Who can read what I write?

Your Primary, your HOD or C-Level (senior leader), and People & Culture can read your self-assessment. The person 360 feedback is about never sees it.

Can I change an answer after submitting?

No. Once you submit, your review is final. Until then, you can come back and edit it as often as you need.

Why do I have to write a reason?

Because a score alone can't be discussed, backed up or calibrated. Your one-on-one is built on your reasons.

Who chose my 360 reviewers?

Your HOD or C-Level picked them from people who've worked with you directly. You can have up to 4 360 reviewers, and each reviewer reviews at most 2 colleagues.

Will I know who reviewed me?

Yes, for your Primary, HOD and C-Level reviewers. You see their names and whether each one has submitted. If you're grade 1, 2 or 3, you also see each one's score as soon as they submit. Your 360 reviewers are never named. You only see how many of them have submitted.

When do I see my result?

Your final result comes in your one-on-one, after calibration is finished and results are released.

That's everything.