A defined performance management process is deployed annually. Appropriate feedback, coaching and training is included in the performance and development planning process. Any performance shortfalls are managed in accordance with defined procedures.
All seagoing employees receive a performance evaluation review conducted by the Master and / or the Chief Engineer at the end of their tour of duty onboard a vessel. The performance reviews for the Masters and Chief Engineers are conducted by the Fleet Operations and Technical Directors. The appraisal reviews at the specific skills set, personal characteristics, teamwork and leadership qualities, among others. The process identifies areas for improvement and training opportunities as well as individual strengths and these are incorporated into the recognition and promotion programme.
For shore-based employees, performance management is done using the internal SwireConnect platform. Performance assessments include a review of SMART goals, performance against Swire values and job competencies. All shore-based employees in all locations undergo the performance appraisal process which is the key component of our performance culture.
Swire Leadership competencies and Swire values are the basis of the structured competency-based interview and performance management framework used in SPO. 'Developing Potential and Enhancing Performance' and 'Competency Based Interview Guide' were developed to support and educate employees on SPO's structured Performance Management and recruitment processes.
SPO uses the competency-based interview techniques, to ensure we hire the right person for the right role. In addition, we use this framework for our Management Trainee structured programme, in which our trainees are provided with relevant competency training that would help them to succeed and progress within the organisation.
100% of SPO employees are receiving regular performance and career development reviews.
Top: Photo by Matthew Albanus, Master, SPO