Performance and learning

HR Manager sets up a performance cycle with a type, date range and review deadlines. Each performance review has a subject, reviewer and review type. Goals carry an employee, title, weight, due date, progress and status. These records make the period and responsible reviewer visible, which is important when faculty have different appointments or a manager changes during a term.

A review moves from preparation to submission, calibration, release and acknowledgment. Its overall rating and narrative belong to the specific subject and reviewer in the chosen cycle. HR Manager can compare which reviews are in progress and which have been submitted, then direct overdue work to the named reviewer. The manager decides the review content; the record preserves that decision’s timing.

• Cycle. Dates and due dates define the review period.
• Review. Subject and reviewer anchor feedback and status to a specific employee.
• Learning. Courses, enrollments and training records preserve assignment and completion evidence.

For example, a department head sets goals for a faculty member early in the academic year. At review time, the reviewer checks progress, records a narrative and rating, and submits the review. HR Manager can then review the cycle’s calibration state. If the review identifies a development need, HR Manager assigns a course with an enrollment reason and due date. A completed course can have a separate training record and expiration date.

Agree whether annual, mid-year or probation cycles are used and who opens them. Define when self, manager, peer or upward reviews are appropriate, and who may see each narrative. Establish rating meanings before managers start submitting reviews. Decide which goals belong to a cycle and how a changed manager affects ownership of an in-progress review.

For learning, decide which courses are mandatory, which can be self-enrolled and which require manager assignment. Agree what evidence makes a course completed and who records the durable training result. If a certification has a validity period, set its expected expiration follow-up before importing old records. A course enrollment marked completed and a valid training record should be checked together where certification is material.

Open a performance cycle for a known date range and create one review for a named employee and reviewer. Have the reviewer move it from preparation to submitted work, then confirm HR Manager can locate it in the cycle and inspect the narrative. Repeat the case with a manager change to confirm that the reviewer recorded on the review remains identifiable.

Assign a course to the same employee with a due date and reason. Ask the employee’s manager to find the enrollment and its current status. When training is completed, inspect the completion date, course reference and any training record. If the course is failed or expired, it should appear as follow-up rather than as completed learning.

• Performance reviews in progress — Reviews by subject, reviewer, cycle and current status.
• Course enrollment follow-up — Assigned training still under way or needing attention.

Use performance and learning for a rehearsal. Review the reports for cycle and completion questions.