Performance and development

A performance cycle defines its type, start and end dates, review due dates, calibration date and current stage. Within that cycle, a review identifies the subject and reviewer, the review type, narrative, rating and status. Goals add a title, category, weight, due date and progress for the same employee. Together, they let HR Business Partner follow whether a worker’s review is ready for submission and what goals it addresses.

In a factory, a probation cycle may follow a new worker’s first months. The review should connect to the person and period being assessed. A manager review and a self review are different records, even when they concern the same worker. That distinction helps the team see who has completed their part before discussing an overall rating.

• Period. A performance cycle names the assessment window and dates for self and manager review.
• Commitment. A goal records what the employee is working toward, its progress and final rating.
• Assessment. A performance review holds the subject, reviewer, type, narrative, rating and release status.

A review that is in progress should not be confused with one submitted or released. The status shows where the record stands in the review process. HR Business Partner can use the cycle dates to ask reviewers for their input, then inspect the actual review before the result is shared with the worker.

Decide which workers belong in each cycle, who acts as reviewer and how goals are chosen. Set expectations for narrative, rating and acknowledgement. Review whether managers need read access beyond the configured role; the configured HR Business Partner role maintains reviews and goals, while the employee has self-service access to goals and read access to reviews. Keep any change in access deliberate because a review can contain sensitive employment information.

The team should also decide how a role change affects open goals. A goal’s cycle and employee links remain visible, so a reassignment can be reviewed in context rather than silently replacing the worker’s earlier plan.

Create a probation cycle with clear dates and select a worker whose onboarding has finished. Add a development goal with a due date and progress. Enter the subject and reviewer on the review, then check the review type and status as each person contributes. Before release, compare the narrative and rating with the actual goal record and the cycle being assessed.

Use another worker whose review is late. The team should be able to see the open review, its reviewer and cycle without assuming that an absent rating means poor performance. Finally, confirm that the employee reads only the review and goal information their role allows.

• Reviews awaiting submission — Open review work by subject, reviewer and cycle.
• Active employee register — The worker context used to check position and department during review.

Start with hiring and onboarding for a new employee, then use training assignment when a development goal includes learning.