Pros
They have a Personal Objectives and Career Development Plan that each employee must do every 6 months. The employee creates his/her own objectives or is given a set of objectives that the manager expects from each team member at the beginning of each 6 month period. At the end of 6 months, each employee completes how they have missed, achieved or surpassed each objective. The manager will review each employee's performance and comparatively assess ea individual to determine salary and/or bonus increases. This form of pay-by-performance culture can be tedious for some, but refreshing for younger professionals looking for constant feedback in order to move up the corporate ladder.
Cons
There is a lot of work to be a manager at TELUS. Many of the IT team managers support double-digit number of team members. In addition to completing semi-annual reviews, managers are encouraged to source new opportunities for their employee's, but are also held accountable for their new employee's success and failures on these new opportunities.