Performance & transitions

A performance cycle sets its type, start and end dates, due dates for self and manager reviews, calibration date and status. Goals link an employee to a cycle, with title, category, weight, due date, progress and status. Reviews link the subject, reviewer and cycle, recording review type, narrative, overall rating and the dates of submission, release and acknowledgment.

The cycle’s status distinguishes planning, open work, review, calibration and closure. The review record has its own status, so a closed cycle should be checked against reviews that still need a decision or acknowledgment. HR Business Partner maintains performance records; CHRO / VP People can oversee the progress.

• Goal. The employee’s goal has a due date, progress, status and eventual rating.
• Review. A subject and reviewer record their narrative and rating within a named cycle.
• Transition. A checklist groups tasks for onboarding, offboarding, transfer or rehire.

A checklist carries a type, employee, start date, target completion and status. Its tasks have category, assignee, due date, status, completion date and evidence. This makes the practical work around a hire or departure visible alongside the employee’s history rather than relying on a single completion percentage.

Set the review calendar and who may submit, calibrate, release and acknowledge reviews. Decide how manager and peer reviews will be assigned. Rehearse a complete cycle, including review assignment, submission, calibration, release and acknowledgment, with the people who own those decisions.

For transitions, agree which task categories are required, who owns each task, and what evidence counts as completion. IT, facilities, payroll, HR, manager, buddy, training and self-service categories can assign different work. A completed checklist should reflect the actual required tasks, not merely a status changed by hand.

A worker transferring from one position to another receives a dated employment history event. HR reviews the from and to positions and manager values, then opens a transfer checklist. Assigned people complete the relevant tasks and record evidence. HR checks the employee’s current position and payroll calendar before the next pay period.

In the same quarter, the manager and employee review the worker’s goals. The cycle dates set the context, and the review record carries its subject, reviewer and rating. After calibration and release, the acknowledgment date shows whether the worker has received the result.

• Reviews in progress — Outstanding and submitted reviews grouped by cycle and reviewer.
• Open onboarding tasks — Due and blocked transition work with an assignee.

See employee changes and hire to payroll.