Monthly Performance Review Follow

Purpose

To outline the process of evaluating, supporting, and communicating performance expectations for all new hires (first 90 days) and returning crew members. This SOP establishes a transparent and consistent framework to recognize top performers, support those meeting expectations, and address areas of improvement for those falling short. It also clarifies the impact of performance on contract bonuses, future assignments, and entitlements.

Performance Evaluation Structure

All crew members will be categorized under one of the following performance levels, which will be displayed in the monthly performance report to provide clear transparency and support accountability:

1. Exceeding Expectations
   • Consistently performing beyond role requirements.
   • Demonstrates leadership, initiative, and a positive impact on team and operations.
2. Meeting Expectations
   • Consistently fulfilling role responsibilities and standards.
   • Maintains good standing in performance, behavior, and teamwork.
3. Not Meeting Expectations (Requires Immediate Attention)
   • Falling short of expected standards in performance, behavior, or teamwork.
   • Requires focused support and immediate improvement in specified areas.
   • Inclusion in this category will be visible on the monthly performance report to ensure clarity and drive improvement efforts.

Performance Review & Communication Process

1. Monthly Reporting

• You will receive a fleet performance report via email on a monthly basis.
• The report will display crew members categorized as: 
  ✅ Exceeding Expectations 
  ✅ Meeting Expectations 
  ⚠️ Not Meeting Expectations (Requires Immediate Attention)
• If your name appears under Not Meeting Expectations, this confirms the need for immediate improvement in areas that have most likely already been communicated to you directly.

2. Responsibility for Clarity & Improvement

• If you have any questions or need clarification regarding your performance status or areas for improvement, it is your responsibility to reach out to HR Support.
• #OnboardSupport will provide you with clear guidance on where you need to focus and how you can improve.

90-Day New Hire Support Structure

For new hires in their first 90 days, we will continue providing evaluation and support as outlined in the Evaluation & Support Framework, which includes:

• Regular feedback and mentoring
• Direct communication on areas needing improvement
• Clear expectations and scheduled check-ins from team leads and HR
• Structured guidance to help you succeed and meet expectations

Consequences & Impact on Benefits

1. Contract Bonus Entitlement

• Crew members who have not been categorized under Exceeding Expectations or Meeting Expectations for at least 80% of their entire contract will not be entitled to receive their end-of-month contract bonus.
• As of today, some bonuses have reached over $1,500.
• To be eligible, you must consistently perform at Meeting or Exceeding Expectations levels for at least 80% of the contract period.

2. Future Assignments for Returning Crew

• During the last week of employment, crew members categorized as Not Meeting Expectations will have a discussion regarding their next assignment.
• Upon return to their assigned ship, they will: 
  • Be placed in a junior position
  • Receive a starting salary of $1,500
• This junior position will be reviewed after the fourth month of the contract. 
  • If expectations are still not met at the time of review, the contract will end as scheduled.
  • TDG will handle repatriation and DG3 will absorb all related costs, as per our current practice following MLC and DNW legislature. 

3. Loss of Inventory Bonus Entitlements

• Crew members Not Meeting Expectations will lose entitlement to inventory bonus.

Final Notes

• This SOP is effective immediately.
• Our mission is to support your success, but achieving it requires accountability, commitment, and personal responsibility.
• For support, clarification, or improvement plans, contact the HR Support.