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Performance management

Dialogue

The world in which we work is constantly evolving and growing. That's why it is vital to our business' long-term success to give you the opportunity to learn and grow with us. To help ensure this, Dialogue - KPMG's web-based global performance management process - gives all partners and employees a common framework to define goals, monitor progress and recognize and reward performance. It enables us to identify and deploy our talent effectively to service our clients, meet business challenges and fulfill our people's career aspirations.

Dialogue encourages development and matches the career aspirations and talent of our people with our business needs. It fosters an environment of ongoing communication between individuals and performance managers, helping to ensure everyone meets their goals and maximizes our potential as individuals and as a firm. While this process has no real "beginning" or "end", you initiate Dialogue by setting your goals and planning your development with the goal setting form, then monitoring your performance with engagement/project reviews and interim and year-end reviews. At each step, you will meet with your performance manager to discuss your performance and your career plans for the future, and to consider what opportunities, development, resources and other support you need to achieve your career aspirations. At year-end you will be assigned a performance rating.

Business Planning - The process starts with KPMG as a whole establishing its global business objectives and strategy for the year.

Goal Setting

In discussion with your performance manager, you set your own business and personal development goals, which reflect both the firm's and your business unit's objectives, as well as your own career aspirations.

Engagement/Project Review

During the course of the year, when you complete an engagement/project, you will receive feedback to help you identify both progress in your development, and the areas in which you want to focus your future development.

Interim Performance Review

At mid-year, you and your performance manager meet formally for an Interim Review. The Interim Review focuses on progress toward the business goals you set for yourself and on your development.

Year-End Performance Review

At the end of the year, you and your performance manager review your performance and results in conjunction with the goals you set at the beginning of the year incorporating feedback from your engagement/project reviews. In addition, you and your performance manager will review how you achieved the results by noting the values you demonstrated during the year as well as your development in each of the firm's core competencies. Dialogue brings all of these elements together in one process.