Post-Project Team and PM Evaluation Process

Purpose:
To foster continuous improvement and professional growth by implementing honest and constructive feedback loops between Project Managers (PMs) and their teams after each project.

Scope:
This SOP applies to all project teams and project managers within the organization.

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Procedure Steps:

1. Initiation of Evaluation:

   • Upon project completion, the PM will initiate a formal evaluation process.

2. PM Evaluation of Team Members:

   • The PM assesses each team member’s performance, collaboration, and contribution by filling out this survey per individual: https://forms.lowcode.agency/dbTMfp

   • Feedback should be honest, constructive, and aimed at helping team members grow.

3. Team Evaluation of PM:

   • Each team member (Designer, PE, Dev, QA, etc) will evaluate the PM’s leadership, communication, and support during the project by filling out this survey: https://forms.lowcode.agency/dbTMfp

   • Feedback should focus on areas of strength and opportunities for improvement.

4. Anonymous Feedback Collection:

   • To encourage honesty, all evaluations will be collected anonymously via a designated tool or survey system handled by the Head of Operations at LCA.

5. Review and Discussion:

   • The Head of Operations will lead a group meeting with the PM and all the project team members to review feedback collectively to identify trends and key improvement points.

   • Where appropriate, one-on-one follow-ups with the Head of Operations may occur for clarification or discussion

6. Action Plan and Follow-up:

   • Based on feedback, action plans are created for individuals and the PM to support growth and address any issues.

   • Progress against these plans is tracked and reviewed in subsequent projects.

7. Documentation:

   • All evaluations and action plans are documented centrally for transparency and future reference and will be made available in the employee’s LCA Dashboard under Your Performance review.

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Best Practices:

• Encourage open, respectful, and growth-oriented communication.

• Avoid positive bias that hinders real improvement; truthful feedback is key.

• Use standardized evaluation forms to maintain consistency.

• Treat feedback as a valuable tool for professional development, not criticism.