We have three factors that influence a consistent approach to how we evaluate our teams: - Clear, published objectives give us a consistent way to measure the "what" - Clearly communicated operating principles and leadership competencies to give us that consistent way to measure "how" - Clear, simple company level values that transcend functions and are the foundations of performance expectations.

Avec des rôles et des responsabilités divers, garantir des évaluations équitables nécessite une démarche méthodique et nuancée. Ma longue expérience du management m’a appris que l’équité repose sur la capacité à adapter les critères d’évaluation aux spécificités de chaque poste tout en établissant des repères communs. Cela commence par définir des objectifs clairs et mesurables, tout en valorisant les résultats et la manière de les atteindre. L’implication des équipes dans la définition des critères renforce leur adhésion, tandis qu’un retour structuré et régulier maintient transparence et alignement. Cette approche valorise les contributions individuelles sans compromettre la cohésion collective.

There are Few things we can ensure That: 1) We use common standards for everyone to ensure fairness. 2) We set individual goals to measure performance accurately. 3) We gather feedback from everyone for a comprehensive evaluation.

In a team with varying roles, the key to fair evaluations lies in setting clear, role-specific goals. By aligning expectations with each member's unique responsibilities, and consistently providing feedback based on measurable outcomes, you create a transparent, objective system. Fair evaluations encourage growth, boosting morale and fostering trust.

First, understand the strengths and areas of improvement in each member. Instead of downgrading the person when they underperform, set simple yet specific targets to that individual. Secondly, be a part of the team. Evaluation should be ongoing, not at the end of an accomplishment. Build a strong communication system within the team. Third, have broad as well as specific targets for the team. Some targets must be time bound. When targets aren't met, feedback and guidance hold the person up and enable success in their future endeavours.

Para garantir avaliações justas na equipe, é essencial estabelecer critérios claros e objetivos alinhados às funções e responsabilidades de cada membro. Avaliar o desempenho com base em metas específicas, fornecer feedback regular e considerar a perspectiva individual são práticas fundamentais. Além disso, a transparência no processo e o reconhecimento das contribuições individuais ajudam a manter a equidade e a motivação no time.

Ensuring fair evaluations in a team with diverse roles requires a tailored, transparent, and objective approach. Here's how - Role-Specific Metrics: Define clear, measurable KPIs aligned with each role's unique responsibilities. Continuous Feedback: Foster an environment of regular, constructive feedback to address concerns early. Skill Development: Acknowledge efforts in learning and adapting to new challenges. Transparent Processes: Maintain open communication about evaluation criteria and decision-making. Fair evaluations not only motivate individuals but also strengthen team cohesion and trust.

This is not an easy task, it involves efficient communication, transparency, and team knowledge. I understand that one of the best paths to adopt would be to establish tailor-made criteria that are at the same time appropriate to each role and responsibility. For example: Deliver at least one project within the parameters X,Y,Z; Have a customer satisfaction rating with an average above 85% for the period, etc.

I find 1 on 1s critically important for progress tracking and level setting. Regardless of role each should have clear goals they want to achieve. I ask each member to have a document that they add to on a year long basis that tracks their accomplishments. I also ask them to think about how they can quantify the impact of their accomplishments so that we can discuss and ensure they are trending where they and I want to them to be. This also ensures when review time comes around there are no surprises.

Understanding different roles in mining one can say that all rollplayers diverses from hard to soft skills. These skills are all needed to fluently operate a safe and productive mine. Each of these disciplines asks for specialised overseeing in a respective field. Strong bonds amongst all rollplayers refering to overseeing must be created by means of higher management. This can be done by means of weekly overseers meetings conducted on a weekly basis. information gathered can then be applied correctly to where attention is needed. All necessary legal appointments must be assighned accepted and authorised for members attending these meetings.