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Performance Reviews Jobs in Michigan (NOW HIRING)

Maximus

Risk, Quality and Performance Analyst

Flint, MI · On-site

The analyst supports continuous improvement initiatives, validates deliverables and operational processes, and contributes to performance reviews, SLA tracking, and governance reporting. The position ...

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All JobsPerformance Reviews JobsPerformance Reviews Jobs in Michigan

Performance Reviews information

See Michigan salary details

$28.3K

$59.5K

$97.6K

How much do performance reviews jobs pay per year?

As of Jul 14, 2026, the average yearly pay for performance reviews in Michigan is $59,485.00, according to ZipRecruiter salary data. Most workers in this role earn between $44,500.00 and $72,300.00 per year, depending on experience, location, and employer.

What are the 7 job performance factors?

In performance reviews, the seven common job performance factors include quality of work, productivity, communication skills, teamwork, dependability, problem-solving ability, and adaptability. These factors help evaluate an employee's overall effectiveness and contribution to the organization.

What are the 5 C's of performance management?

The 5 C's of performance management are Clarity, Communication, Coaching, Consistency, and Consequences. These principles help managers and employees set clear expectations, provide ongoing feedback, and ensure accountability to improve performance. Applying these concepts supports effective performance reviews and development processes.

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 companies pay you to do reviews?

Performance review roles are typically part of an employer’s internal HR or management team, and companies do not pay individuals externally to conduct reviews. Instead, employees receive performance evaluations from their supervisors or managers as part of their employment process. Some companies may hire external consultants or third-party firms to conduct independent reviews or assessments, but these are paid by the company, not by the individual performing the review.

What is a performance review for a job?

A performance review for a job is a formal assessment where an employee's work performance is evaluated by a supervisor or manager. It typically involves discussing achievements, areas for improvement, and setting goals, often using tools like performance metrics or feedback forms. These reviews help guide employee development and inform decisions about promotions, raises, or training needs.

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 are popular job titles related to Performance Reviews jobs in Michigan? For Performance Reviews jobs in Michigan, the most frequently searched job titles are:
What job categories do people searching Performance Reviews jobs in Michigan look for? The top searched job categories for Performance Reviews jobs in Michigan are:
What cities in Michigan are hiring for Performance Reviews jobs? Cities in Michigan with the most Performance Reviews job openings:
Performance Reviews jobs near you
Infographic showing various Performance Reviews job openings in Michigan as of July 2026, with employment types broken down into 1% As Needed, 86% Full Time, 11% Part Time, and 2% Contract. Highlights an 86% Physical, 1% Hybrid, and 13% Remote job distribution, with an average salary of $59,485 per year, or $28.6 per hour.
SRT-Direct Connection-Dealer Performance Manager (DPM)

SRT-Direct Connection-Dealer Performance Manager (DPM)

Stellantis

Auburn Hills, MI • On-site

Full-time

Re-posted 26 days ago

Stellantis rating

7.5

Company rating: 7.5 out of 10

Based on 128 frontline employees who took The Breakroom Quiz

15th of 44 rated automakers

Job description

A Dealer Performance Manager (DPM) is responsible for driving the overall success of a network of dealers by improving sales performance, profitability, customer experience, and operational excellence. They act as the primary liaison between Direct Connection and the dealership, providing coaching, analytics, and strategic guidance to help dealers achieve business targets related to performance products.
Key Responsibilities:
  • Dealer Relationship Management
    • Serve as the main point of contact between the company, BC's, and all dealerships.
    • Build strong relationships with dealer principals, general managers, and department leaders.
    • Communicate corporate programs, initiatives, and expectations to the dealer network.
  • Performance Analysis & Business Coaching
    • Analyze dealership performance parts metrics (sales, service, parts, finance, customer satisfaction).
    • Identify strengths, weaknesses, and opportunities for improvement. Understand competitive landscape.
    • Develop customized action plans to support dealer profitability and market share growth.
    • Monitor KPIs and hold dealership performance reviews.
  • Sales & Profitability Growth
    • Guide dealers on inventory optimization, sales processes, lead management, and digital retailing.
    • Support marketing efforts and local market penetration strategies.
    • Provide training or coordinate resources to improve dealer capability and execution related to performance parts.
  • Customer Experience Management
    • Monitor customer satisfaction (CSI) scores and implement programs to improve customer loyalty.
    • Coach dealerships on enhancing service processes, delivery standards, and brand experience.
    • Help resolve escalated customer issues when needed.
    • Market Analysis
    • Assess local market conditions and competitive landscape on all performance parts.
    • Use market intelligence to guide dealer strategy and territory planning where information is available.
    • Recommend adjustments to dealer operations based on emerging trends.

Basic Qualifications:
  • Bachelor's degree in Business, Finance, Marketing, or related field
  • 5 or more years of experience in automotive or retail dealership operations, field sales, or business consulting.
  • Strong analytical and data-interpretation skills.
  • Excellent communication, negotiation, and relationship-building abilities.
  • Ability to coach and influence leaders without direct authority.
  • Travel within assigned territory required.

Success Metrics:
  • Performance Parts sales volume and revenue growth
  • Improvement in profitability metrics
  • Customer satisfaction (CSI) scores
  • Program adoption rates

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