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Human Resources

Employee Management

Probationary Period for New Employees
All employees are on probationary status during the first 90 days of employment unless local labor
law or custom dictates otherwise and thus stated in the employment agreement. PM can find details
in the Employee Handbook but should reach out the local HR/payroll company for guidance on this
policy.
Continuous Feedback, Coaching, and Mentoring for all Employees

The following sections outline Vysnova’s formal feedback and performance management SOPs. To
supplement the formal, documented performance management plans, all PMs will informally
provide feedback, coaching, and mentoring to all project staff under their supervision on a
continuous basis to ensure transparency and continued growth. This continued engagement is one
of the most critical duties of the PM and should be tailored to each employee under his/her
supervision. Vysnova prides itself on the growth of its employees and ensuring that their related
technical and non-technical skill sets improve over time benefitting the employee, the firm, and,
most importantly, the client and related mission. This process is explained in the Leadership Training
for supervisors, which is being developed for the LMS in the third quarter of 2020. Until then, for
questions regarding feedback, mentoring, and coaching, contact our HR department at
HR@vysnova.com.
Unsatisfactory Performance by Employees

Both CONUS and OCONUS employees may, at some time during their employment, be placed on a
Performance Improvement Plan (PIP). This plan is set for a pre-determined period by the PM, if an
employee’s performance is consistently not meeting the requirements outlined in the position job
description. This plan is set into place when other official efforts, both verbal and written, to correct
the employee’s performance have not yielded satisfactory results. The Performance Improvement
Plan policy and Template are provided to all supervisors in the Vysnova Standard Docs Shared Drive
folder (See Annex E). A PM must consult with HR prior to initiating a PIP for any employee. The
consultation with HR must include a formal, documented history of the poor performance and
communication with the employee.

Disciplinary Action

In the event an employee’s performance is non-compliant with professional conduct standards or
the requirements of the position job description, the employee may be subject to disciplinary action.
The discipline and reprimand procedures include written warnings and possible dismissal within the
regulations of host country labor law. The PM should reference the Employee Handbook for
Vysnova’s progressive disciplinary policy and seek HR guidance when disciplinary action is required

Performance evaluations

Vysnova considers the process of performance evaluation an integral part of each employee’s
professional development. Each employee will complete a Performance Evaluation (PE), which is

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