Performance is evaluated promptly and at regular intervals against personal objectives that flow from enterprise goals, set standards, the duties of the job and the skills and competency framework, and a pay and recognition process rewards commitment, growth in competence and meeting goals. Personal goals are framed as SMART objectives within functional and enterprise goals and reflect core competencies and values. Feedback on performance is given promptly. Personal data used in evaluations is handled in line with applicable data protection and employment law. Results of 360-degree feedback are compiled. Career and professional development plans come out of the evaluation. The remuneration process is applied consistently, and a disciplinary process is put in place and made known.
This control maps to 1 controls across 1 other frameworks. If you already hold one of them, the evidence you collected for it is the starting point here rather than new work.
Every mapping shown was judged rather than inferred from wording similarity, and the ones that failed review are published too. See the coverage reports and what was rejected.
The graph holds this control, the 1 it maps to, and the evidence behind each claim, over MCP and REST.