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Performance Reviews Jobs in Connecticut (NOW HIRING)

Metro One LPSG

Performance Manager

Rocky Hill, CT · On-site

The Performance Manager must be able to handle a fast paced, high volume of applicants and hire top ... Review assignment requests made by clients to ensure that recommended staff meet company and client ...

Metro One LPSG

Performance Manager

Rocky Hill, CT · On-site

The Performance Manager must be able to handle a fast paced, high volume of applicants and hire top ... Review assignment requests made by clients to ensure that recommended staff meet company and client ...

Metro One LPSG

Performance Manager

Rocky Hill, CT · On-site

The Performance Manager must be able to handle a fast paced, high volume of applicants and hire top ... levels. • Review assignment requests made by clients to ensure that recommended staff meet ...

Metro One LPSG

Performance Manager

Rocky Hill, CT · On-site

The Performance Manager must be able to handle a fast paced, high volume of applicants and hire top ... levels. • Review assignment requests made by clients to ensure that recommended staff meet ...

Subway

Sr. Performance Engineer

Shelton, CT

Integrate AI-assisted workflows into performance planning, test-design acceleration, and results triage with human review; maintain AI-consumable artifacts (NFRs, workload models, baselines ...

Pho Prime, LLC

Sr. Performance Engineer

Shelton, CT · On-site

$108 - $132/hr

Integrate AI‑assisted workflows into performance planning, test‑design acceleration, and results triage with human review; maintain AI‑consumable artifacts (NFRs, workload models, baselines ...

NFP Corp

Sr. Performance Analyst

Windsor, CT · On-site

Review reports and projects assigned to Performance Analysts * Acts as a resource to new and junior performance analysts * Understanding of the subcomponents for team processes * Proactively looking ...

NFP Corp

Sr. Performance Analyst

Windsor, CT · On-site

Review reports and projects assigned to Performance Analysts * Acts as a resource to new and junior performance analysts * Understanding of the subcomponents for team processes * Proactively looking ...

Aon

Sr. Performance Analyst

Windsor, CT · On-site

Review reports and projects assigned to Performance Analysts * Acts as a resource to new and junior performance analysts * Understanding of the subcomponents for team processes * Proactively looking ...

NFP Corp

Sr. Performance Analyst

Windsor, CT · Hybrid

Review reports and projects assigned to Performance Analysts * Acts as a resource to new and junior performance analysts * Understanding of the subcomponents for team processes * Proactively looking ...

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All JobsPerformance Reviews JobsPerformance Reviews Jobs in Connecticut

Performance Reviews information

See Connecticut salary details

$30.9K

$64.9K

$106.5K

How much do performance reviews jobs pay per year?

As of Aug 24, 2026, the average yearly pay for performance reviews in Connecticut is $64,924.00, according to ZipRecruiter salary data. Most workers in this role earn between $48,500.00 and $79,000.00 per year, depending on experience, location, and employer.

What are performance reviews?

Performance reviews are formal assessments in which an employee's job performance is evaluated by their manager or supervisor, typically on an annual or semi-annual basis. These reviews provide feedback on an employee's strengths, areas for improvement, and overall contributions to the organization. Performance reviews often include goal setting, discussion of professional development opportunities, and can influence decisions about promotions, raises, or additional training. They serve as a structured way to align individual performance with organizational goals and foster employee growth.

How does the performance reviews role collaborate with managers and employees to ensure a fair evaluation process?

In a Performance Reviews role, collaboration with managers and employees is essential to ensure transparency and fairness throughout the evaluation process. Typically, this involves guiding managers on best practices for providing constructive feedback, helping them set measurable goals, and facilitating regular check-ins. The role may also include training sessions for both managers and employees to clarify expectations, address concerns, and standardize the review process across departments. By serving as a liaison and resource, professionals in this area help foster a culture of open communication and continuous improvement.

What are the key skills and qualifications needed to thrive in conducting performance reviews, and why are they important?

To excel in conducting Performance Reviews, you need strong analytical abilities, HR knowledge, and a solid understanding of employee evaluation frameworks, often supported by experience in human resources or management. Familiarity with performance management systems and HR software, such as Workday or SAP SuccessFactors, is typically required. Effective communication, objectivity, and active listening are crucial soft skills for delivering constructive feedback and fostering employee growth. These skills ensure fair, consistent, and motivating reviews that drive individual and organizational performance.

What is the difference between Performance Reviews vs Employee Evaluations?

AspectPerformance ReviewsEmployee Evaluations
PurposeAssess employee performance, set goals, provide feedbackComprehensive assessment of employee skills, competencies, and overall contribution
FrequencyTypically annual or semi-annualCan be ongoing or periodic, often annual
FocusPerformance metrics, goal achievementSkills, behaviors, overall job fit
ParticipantsManager and employeeManager, employee, HR (sometimes)

Performance Reviews primarily focus on evaluating recent work performance and setting future goals, while Employee Evaluations provide a broader assessment of skills and overall contribution. Both are essential HR tools but serve different purposes in employee development and organizational planning.

What cities in Connecticut are hiring for Performance Reviews jobs?

Cities in Connecticut with the most Performance Reviews job openings:

Performance Reviews jobs near you
Infographic showing various Performance Reviews job openings in Connecticut as of August 2026, with employment types broken down into 86% Full Time, 10% Part Time, 2% Temporary, and 2% Contract. Highlights an 81% Physical, 2% Hybrid, and 17% Remote job distribution, with an average salary of $64,924 per year, or $31.2 per hour.

Performance Manager

Rocky Hill, CT • On-site

Metro One LPSG

5.7

Company rating: 5.7 out of 10

Based on 48 frontline employees who took The Breakroom Quiz

73rd of 117 rated security

Recommended by students

Paid breaks

Respectful managers

Learn more about Metro One LPSGexternal

Full-time

Medical, Dental, Vision

Re-posted 29 days ago

Job description

We are a rapidly growing company currently hiring a Performance Manager with 2-3 years minimum experience. The Performance Manager must be able to handle a fast paced, high volume of applicants and hire top talent. We have a state of the art infrastructure and we're looking for a strong Recruiter to fulfill our hiring needs. We are a national company with 27 talent centers throughout the country.
Performance Manager Summary:
The Performance Manager will ensure all scheduledshiftsare filled with qualified, loss prevention officers. This position will interface with Senior Management, Recruiter(s), Scheduling Staff. ThePerformance Managerwill also ensure that qualified candidates are continuously sources and interviewed, creating a pipeline of qualified staff for assignment.
Position Requirements:

2-3 years of recruitment and management experience
Requires local travel
Must be willing to participate in the Company's pre-employment screening process and continuously meet any applicable state, county and municipal requirements.
Pay & Benefits:


Competitive compensation based on experience
Health, Dental, and Vision offered
Opportunity for growth
Daily Duties:

Manage scheduling roll call, and on call officers for assigned clients.
Ensure all security officers are trained on mobile application for time and attendance recording, using the application in the field.
Maintain standards for overtime performance through effective scheduling and supporting Recruitment Strategies.
Maintain adequate staffing levels.
Review assignment requests made by clients to ensure that recommended staff meet company and client standards prior to assignment.
Maintain attendance standards by taking corrective measures for lateness, excessive call-outs, and no call/no show occasions.
Issue written documentation to staff when warranted and maintain liaison with Human Resources.
Monitor staff performance in partnership with office team members and clients in collaboration with Human Resources. Document substandard performance.
Proactively monitor and adjust stand-by programs to accommodate holidays, weather conditions, and call-out trends.
Support Recruiter(s) in interviewing new hires when necessary, scheduling new hires appropriate to client standards, and providing schedules immediately upon officers' completion of training. Follow-up to ensure new hires are fully integrated into the schedule in subsequent weeks.
Implement measures to reduce turnover.
Identify top talent officers for growth opportunities. Communicate change in rate records to Payroll and Human Resources.
Provide immediate response to payroll discrepancies filed by officers.
Work with Human Resources regarding potential counseling, disciplinary issues, and timely investigations.
Coordinate with Recruiters regarding field visit schedules, field recruiting, client contacts, officer coaching and retraining, and following-up on corrective measures and client requests.
Utilize Guard-Tour Application for documenting field visits.
Respond with urgency to client concerns. Document deficiencies noted during site visits and follow-up with appropriate communication, training, instructions, etc., providing client with corrective action taken.
Ensure compliance to post orders, uniform requirements, retraining and licensing requirements.

Responsibilities:
Strong oral and written communication skills
Familiarly with HR and scheduling software programs
Outgoing personality with strong organizational, leadership and customer service skills
Experience in recruiting functions and client relations
Must have at least two years of management experience
High energy, excellent focus, relentless drive, team player
Ability to multi-task and meet deadlines

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