Formal Performance Management System
Assesses if a structured, fair, and regular process for performance reviews, objective setting, and feedback for all staff is in place. The system must reflect Justice (ʿAdl) through bias mitigation and due process, and Excellence (Iḥsān) by integrating wellbeing checks, sincere counsel (Naṣīḥah), and development support. Upholding these values fulfills the leadership trust (Amānah) and aligns with the Maqāṣid al-Sharīʿah (objectives of Islamic law) by preserving human dignity (Karāmah) and fostering a culture of continuous mutual growth.
| Metric | Review Completion Rate |
|---|---|
| Target | >95% |
| Frequency | Annual |
Level 1: Initial/Ad-hoc
Nascent: Performance discussions are informal, inconsistent, and reactive. No formal system.
Level 2: Developing
Developing: Basic policy exists. Some managers set goals, but application is inconsistent and lacks training.
Level 3: Established
Established: Documented policy and annual cycle in place for all staff. SMART objectives used. Records kept compliant with GDPR.
Level 4: Advanced
Managed & Measured: System is calibrated for fairness (ʿAdl). Managers are trained. Wellbeing checks are mandatory. Performance links clearly to development plans.
Level 5: Optimizing
Optimized & Iḥsān-driven: Dynamic system with continuous feedback, safe 360-degree inputs, and high trust. Data drives strategy. Culture of Naṣīḥah and Muḥāsabah is embedded.
Organisation Types
By Organisation Size
| Size | Applicability | Notes |
|---|---|---|
| Micro | exempt | Disproportionate for volunteer-run or 1-2 staff charities; lacks the formal management hierarchy to require this system. |
| Small | partial | Basic appraisals and goal setting apply, but mandatory formal reviewer training and complex appeals processes are disproportionate. |
| Medium | full | Fully applicable as formal line management and HR structures are established at this size. |
| Large | full | Fully applicable. |
| Major | full | Fully applicable. |
Applicable When
- The organization employs paid staff (full-time or part-time).
- The organization utilizes volunteers in structured roles where performance feedback is appropriate.
Not Applicable When
- The organization is entirely volunteer-run with no structured roles (informal ad-hoc volunteering only).
Related Criteria
Discussion (1)
📋 **Version updated: 1.0.0 → 2.9.7** **Changes:** Updated islamic_references from mizan-297.json
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