At Roche Diagnostics, we believe that everyone should have the opportunity to develop, regardless of their experience level.  Our employees are empowered to take charge of their professional development using the extensive development tools and resources we provide.  Our development opportunities foster professional, technical, and leadership growth.  We actively promote employees, both locally and globally, who are successful and committed to continuous professional improvement.

Development Opportunities
Development opportunities are offered via workshops, on-the-job assignments, shadowing, coaching, mentoring, and over 700 e-learning courses.  Some of our development programs include:

• Leadership Development
• Sales and Service Training
• Safety and Service Training
• Technical and Job Specific Training

Performance Management
Our Performance Management process enables employees and managers to dialogue and align individual work contributions with business and departmental goals.  It is through the Performance Management process that employees understand specifically what is expected of them at work everyday.  There are three interrelated steps of the Performance Management Process:

• Planning is the most critical step of the annual Performance Management process when employees and managers dialogue and determine key goals, job requirements, and necessary competencies for the year.
• Interim Review is the second step of the Performance Management process when employees and managers dialogue and determine the employee’s year-to-date performance, competency demonstration, career interests, and business needs.
• Year-End Evaluation is the last step of the annual Performance Management process when employees and managers dialogue and review the employee’s annual performance against position accountabilities, review development accomplishments, and begin to discuss potential objectives for the coming year.