Performance management is a continuous process that helps every employee perform at their best. It brings together goal setting, feedback, coaching, and development to support both individual growth and eMoney’s Strategic Priorities – protect and grow our business profitably, continue to evolve the eMoney platform to meet the needs of all financial professionals, and live and breathe our core values.
Performance is measured in two areas:
All performance management activities – including goal setting, mid-year and year-end reviews, and continuous feedback – are completed in DIG, eMoney’s performance management and learning platform
Performance management also plays a key role in eMoney’s performance bonus program, which rewards employees for their individual contributions and alignment to business goals. By setting clear objectives and measuring progress, employees can see how their performance directly impacts both personal growth and company success.
| Date | Action/Task |
| June 1 – 12 | Mid-Year Review (Employees) Employees complete Mid-Year Reviews in DIG. |
| June 15 – 26 | Mid-Year Review (Managers) Managers complete Mid-Year Reviews in DIG for their team. |
| November 2 – 13 | Year-end Review Employees complete Year-end Reviews in DIG. |
| November 16 – December 11 | Year-end Review Managers complete Year-end Reviews in DIG for their team. |
In this section: SMART Goals, Setting Goal Weights, Goal-setting Resources
Setting clear goals helps you understand what success looks like, where you should focus your efforts, and how your work contributes to eMoney’s Strategic Priorities.
Writing goals using the “SMART” format (*required*) ensures they’re specific and measurable, making it easier to assess your progress, apply approrpriate goal weights, and have more consistent performance conversations throughout the year.
Download the SMART Goals Worksheet to get started!
Goal weights are part of the goal-setting process and help reflect your focus and impact for the year. For guidance on how to appropriately weight your goals, please see the guidance below.
Goal weights help show what really matters and where most of your time and effort will go. When everything is weighted the same, it can make it harder to tell which goals are truly the priority. Using different goal weights helps set consistent expectations, highlights where your time and impact will be focused, and align your work with what matters most across the organization.
These ranges are meant for performance goals only and don’t apply to development plans or onboarding activities – which are tracked separately.
Strong weighting example:
Less effective example:
Development plans support your ongoing growth by helping you intentionally build skills, expand capabilities, explore/identify other areas of interest, and strengthen the competencies needed for long-term success.
Development plans should not be listed as performance goals. You’re strongly encouraged to create one dedicated development plan focused on building skills and competencies throughout the year. Training and onboarding activities (tasks that help new hires get started — shadowing a peer, completing onboarding in DIG, etc.) should be included in your development plan — not listed as goals.
Regular check-ins with your manager are an essential part of your performance journey at eMoney. These conversations help you stay aligned on your goals, review competencies, and discuss development opportunities throughout the year.
In addition to ongoing discussions, a formal mid-year check-in is required and must be logged in DIG. This check-in provides a dedicated opportunity to reflect on your accomplishments, identify areas for growth, and plan your continued development for the remainder of the year.
Seeking feedback from otheres throughout the year helps you capture accomplishments in real time, gain insight into how others experience your work, and gather examples that can help make your year-end review more impactful.
In this section: Assessing Goal Performance, Evaluating Competencies, Year-end Review Resources
Year-end reviews/self-assessments are a part of eMoney’s performance management program where employees are asked to evaluate their performance. During this time, employees will:
Goals make up 75 percent of your overall review. During the review of your goal accomplishments, you will be required to add comments and rate your performance using the following rating scale:
Competencies make up 25 percent of your overall performance review. They represent the blend of behaviors, knowledge, skills, abilities, and personal attributes that drive strong individual performance and, ultimately, organizational success. Your competencies serve as a foundation for your manager’s assessment during your year-end review and help guide conversations around growth and development. Watch a video that discusses how eMoney uses competencies.
Competency expectations vary by role and are organized into three levels:
Each level includes defined success measures and behavioral examples to help you understand what great performance looks like at eMoney. Read full competency definitions for each level and associated skills.
Read full competency definitions for Individual Contributors.
Read full competency definitions for Supervisors and Managers.
Read full competency definititons for Advisory, Directors, and above.
In this section: Bonus Payout Structure, Bonus Proration for New Hires and Leaves of Absence
eMoney’s performance bonus program has been established to maintain a competitive compensation program and to reward and retain participating employees by providing an opportunity to earn bonuses as a reward for their performance and achievement of specific goals during the bonus year.
Employee bonuses are funded by overall company performance and awarded solely on individual performance. Individual performance is evaluated during annual performance assessments, which are inclusive of goal accomplishments, completed goal check-ins and competencies.
Employees must be hired or promoted into a bonus-eligible role prior to Oct. 1 to be eligible for eMoney’s Annual Bonus Program. New hires will be prorated based on the date of hire.
If you have any questions about eMoney’s Annual Bonus Program, please email PX@emoneyadvisor.com.
