Performance and learning

Performance cycles group dated reviews and goals for an employee. A review identifies its subject, reviewer, type and status. Goals carry a target date and progress, while course enrollments show whether assigned learning is complete. Training records keep the issued and expiry dates for a qualification.

HR Manager can use these records to see whether a supervisor finished a required course before a later review. Keep the learning result and the manager’s assessment separate: course completion documents training, while a performance review records feedback within its cycle.

• Cycle. HR Manager opens a dated performance cycle and sets the review due date.
• Review. The named reviewer records feedback for the subject employee and updates its status.
• Learning. A course enrollment and training record show completion and any expiry to check.

Agree the cycle dates and who reviews each employee. Choose goal target dates before the review begins. Assign courses by role or manager decision and identify who checks completion evidence. Decide how soon an expiring training record needs attention.

Rehearse a review due while a course is still in progress. HR Manager should see both records without treating course status as the review rating. Check that the training record refers to the right employee and course, and that the expiry date is recorded before using it for a later assignment decision.

A new property supervisor enrolls in a safety course. HR Manager checks the course enrollment and later records a training certificate with issue and expiry dates. During a performance cycle, the reviewer opens the supervisor’s review and considers goals, strengths and development areas. The reviewer records feedback for that cycle without changing the training result.

If the certificate has expired, HR Manager follows up on learning separately. If a goal belongs to another employee or cycle, correct that link before the review is released. The handoff is clear when both the reviewer and HR Manager can identify the subject, course and relevant dates.

• Performance review queue — Reviews still being prepared or submitted for a named cycle and employee.
• Onboarding work — Assigned training tasks that remain pending or blocked.

Follow the process to rehearse the handoff, then review the data model and roles for the linked records and responsibilities.