Performance
Performance at Joyner is about clarity, growth, and recognition. When associates understand expectations, receive consistent feedback, and have a clear path forward, they do their best work. This page is your complete guide to Joyner's performance management program — from annual reviews to individual development planning.
Why Performance Management Matters
Clear performance expectations create a fair workplace. They ensure that hard work is recognized, that feedback is constructive, and that growth opportunities are tied to real results — not politics. At Joyner, our performance framework is built to be transparent, consistent, and genuinely useful to every associate at every level.
Whether you are completing your first self-evaluation, preparing for a merit review conversation, or supporting a team member through a development plan, this page has everything you need.
Review Cycle Timeline
January
Goal Setting & IDP Updates
April
Mid-Year Check-In
September
Self-Evaluations Open
October
Manager Reviews Due
November
Merit & Bonus Calibration
December
Review Conversations & Awards
Evaluation Framework & Metrics
How Performance Is Measured
Performance at Joyner is evaluated across three dimensions: Core Competencies, Role-Specific KPIs, and Company Values Alignment.
- Core Competencies — Communication, accountability, collaboration, adaptability, and problem-solving. These apply to every associate regardless of role.
- Role-Specific KPIs — For sales roles: quota attainment, client retention, and pipeline growth. For operations: on-time delivery, hub safety scores, and load efficiency. For support roles: ticket resolution time, accuracy, and cross-functional impact.
- Company Values Alignment — How consistently you demonstrate Joyner's core values of integrity, service, innovation, and teamwork in your daily work.
Growth & Performance Support
Merit & Incentive Connection
Performance ratings directly drive annual merit increases, bonus eligibility, and commission tier adjustments. A rating of 3 or above qualifies associates for merit consideration during the December calibration cycle.
Performance Improvement Plans (PIP)
A PIP is a structured, supportive framework designed to help associates who need additional guidance to meet role expectations. PIPs include clear goals, timelines, and check-in milestones — and are always managed with dignity and respect.
Manager Coaching Toolkit
Resources, conversation guides, and training modules for managers on delivering constructive feedback, conducting performance conversations, and supporting career development discussions.
Performance Review Hub
Complete Your Self-Evaluation
Self-evaluations open in September and must be submitted before the October manager review window closes. Be honest, specific, and reference real results.
Schedule Your Review Meeting
Use the link below to coordinate your annual performance review meeting with your manager. Reviews should occur before December 15th each year.
Individual Development Plan
Your IDP is your personal growth roadmap. Set and update your goals throughout the year and share them with your manager to align on development priorities.
Annual Performance Cycle
Joyner follows a structured annual performance cycle with four key phases. Understanding where you are in the cycle helps you stay on track and prepared at every stage.
Q1 — January to March
Goal Setting
Associates and managers align on role-specific goals, performance expectations, and development priorities for the year. IDP is updated and goals are documented in the performance system.
Q2 & Q3 — April to September
Mid-Year Check-In
Managers conduct structured mid-year check-ins to review progress, adjust goals where needed, and provide real-time coaching. This is not a formal rating — it is a development conversation.
Q4 — October to November
Self-Evaluation & Review
Associates complete self-evaluations in September. Manager reviews are conducted in October and November. All reviews must be completed and submitted to HR by November 30th.
Q4 — December
Calibration & Merit
HR and leadership calibrate ratings across teams to ensure fairness and consistency. Merit increases, bonus decisions, and promotion recommendations are finalized and communicated by December 31st.
Performance Rating Scale
Joyner uses a 5-point performance rating scale. Ratings are applied holistically — they reflect overall impact, consistency, and contribution relative to role expectations, not a single project or moment.
5
Exceptional
Consistently exceeds all expectations. Delivers measurable results beyond the scope of the role. Demonstrates leadership, initiative, and significant positive impact on the team or organization. Reserved for truly outstanding contributors.
4
Exceeds Expectations
Frequently exceeds expectations in key areas. Produces high-quality work, takes on additional responsibility, and contributes beyond the core role requirements. A strong performer recognized as a reliable top contributor.
3
Meets Expectations
Fully meets all role requirements and performance standards. Delivers consistent, quality work and contributes effectively to team goals. This is a solid, valued rating — the majority of associates fall in this range.
2
Needs Development
Partially meets expectations in key areas. Specific performance gaps have been identified and discussed. A development plan or coaching program is in place to support improvement. Progress is actively monitored.
1
Does Not Meet Expectations
Consistently fails to meet fundamental role requirements. A formal Performance Improvement Plan (PIP) is initiated. Continued employment is contingent on demonstrated and sustained improvement within the PIP timeline.
Core Competencies We Evaluate
Every Joyner associate is evaluated against a consistent set of core competencies in addition to role-specific goals. These competencies reflect the behaviors and values that define how we work — not just what we deliver.
Results & Accountability
Takes ownership of outcomes. Delivers on commitments. Holds self and others accountable to high standards.
Communication & Collaboration
Communicates clearly and listens actively. Builds productive relationships across teams and divisions.
Innovation & Problem Solving
Identifies challenges proactively and proposes practical solutions. Embraces change and drives continuous improvement.
Integrity & Ethics
Acts with honesty and transparency. Makes decisions aligned with Joyner's values and Code of Conduct.
Customer & Service Focus
Prioritizes the experience of internal and external customers. Consistently delivers service that reflects Joyner's brand promise.
Growth & Development
Actively pursues learning and professional development. Applies new skills and knowledge to improve performance and support team growth.
Safety & Compliance
Maintains a safe work environment. Follows all regulatory, legal, and policy requirements without exception.
Leadership & People Development
For associates in people manager roles: develops talent, builds high-performing teams, and creates an environment where associates can do their best work.
Frequently Asked Questions
Performance ratings are finalized in December following the calibration process. Associates receive their ratings from their manager in a one-on-one conversation before December 31st. Written confirmation is provided through the performance management system.
Yes. Associates who have concerns about their performance rating may submit a written appeal to HR & Employee Care within 10 business days of receiving their rating. HR will review the rating with the associate's manager and the next-level leader. Appeals are evaluated based on documented evidence and calibration records.
Merit increases are directly tied to performance ratings. Associates rated 3 (Meets Expectations) are eligible for the standard merit pool. Associates rated 4 or 5 are eligible for above-market increases. Associates rated 1 or 2 are generally not eligible for merit increases during the active performance period.
Associates who joined Joyner between January and June are eligible for a full performance review. Associates who joined between July and September receive a prorated review. Associates who joined in October or later are not evaluated in the current cycle and will participate fully in the following year's review.
Yes. Self-evaluations are a required component of the annual review process for all eligible associates. They must be submitted by the deadline communicated by HR each year (typically mid-October). Associates who do not submit a self-evaluation will receive a review based solely on their manager's assessment.
Start with your direct manager. For sensitive matters or questions about the process, ratings, or appeals, contact HR & Employee Care directly at hr@myjoyner.com. All inquiries are handled confidentially.
Performance at Joyner — By the Numbers
Joyner's performance program is designed to be fair, transparent, and growth-oriented. Here is what that looks like in practice across the organization.
2×
Formal Review Cycles
Mid-year check-in in April and the full annual review in Q4 — with manager 1:1s throughout the year.
5
Core Competencies
Communication, accountability, collaboration, adaptability, and problem-solving — applied to every role at every level.
3+
Rating for Merit Eligibility
A rating of 3 (Meets Expectations) or above qualifies associates for merit increase consideration each December.
360°
Feedback Model
Self-evaluations, manager reviews, and peer input all feed into the full picture — no single perspective defines your rating.
Getting the Most from Your Performance Review
Your annual review is one of the most important conversations you will have at Joyner. Here is how to make it count.
Document Your Wins All Year
Keep a running list of accomplishments, completed projects, and positive feedback you receive throughout the year. When self-evaluation season opens in September, you will have everything you need.
Be Specific in Your Self-Evaluation
Avoid vague statements like "I worked hard." Instead, write: "I reduced hub dispatch errors by 18% in Q2 by implementing a new pre-check protocol." Specifics make your case — and help your manager advocate for you in calibration.
Come Prepared to the Review Conversation
Read your manager's evaluation before the meeting. Note any areas where your self-rating differs from theirs and be ready to discuss those gaps constructively — not defensively. The review is a dialogue, not a verdict.
Use the IDP to Drive Next Steps
Don't let your review end without a clear development plan for the next 12 months. Agree on 2–3 specific skills or goals to focus on and tie them to your Individual Development Plan in the Career Management hub.
Ask for Feedback Year-Round
Don't wait for September to learn how you are doing. Ask your manager for a brief feedback check-in after major projects. Regular feedback means no surprises at review time — and faster growth throughout the year.
Disagree Constructively
If you believe your rating does not reflect your performance, you have the right to discuss it with your manager and escalate to HR if needed. Approach the conversation with data and openness — not emotion. HR is a neutral resource for rating disputes.
A Note for Managers
Performance reviews are one of the most impactful things a manager does all year. Done well, they build trust, accelerate growth, and strengthen retention. Done poorly, they destroy morale and send high performers looking elsewhere. Here is what Joyner expects from managers throughout the performance cycle.
Give Feedback Continuously
Do not save feedback for the annual review. Your associates should never be surprised by their rating — if they are, that is a coaching failure, not a performance failure.
Be Specific and Evidence-Based
Base every rating on observable behavior and measurable results — not personality, effort, or likability. If you cannot point to a specific example, reconsider the rating.
Differentiate Performance
Rating everyone a 3 is not fairness — it is avoidance. Calibration exists to ensure ratings are meaningful. Your top performers deserve recognition that reflects their actual contribution.
Submit Reviews on Time
Late reviews delay merit processing and signal to your team that their development is not a priority. Manager reviews are due in October — no exceptions without prior HR approval.