Performance and benefits

Goals belong to an employee and may belong to a Performance Cycle. They record a title, category, weight, due date, progress, status and final rating. Performance Cycles establish a start and end date, review deadlines and a status from Planned through Closed. Performance Reviews link a subject, reviewer and cycle, then record review type, narrative, rating and status. Together, these records let HR and the employee’s manager see which decisions are still in progress.

Benefit Plans define a plan code, type, country, employee class, carrier, effective dates and contribution percentages. A Benefit Enrollment connects an employee to a plan, with coverage tier, effective period, contribution amounts, event and status. This makes enrollment a dated employee record rather than an untracked choice. The HR Manager can review an enrollment event against the employee’s class and effective date before changing its status.

• Set the cycle. HR Manager records the review period and deadlines before reviewers begin.
• Track the goal. Manager and employee use goal progress and status to identify work that needs attention.
• Record coverage. HR checks plan dates and employee class when the enrollment event is entered.

Agree which review cycle is used for store staff and who enters each review type. Decide when a manager rating becomes available to the employee and who records acknowledgment. A Released review and an Acknowledged review are separate states, so the team should name the person responsible for each step. Set an approach for goals that move at risk and for cancelled goals that should no longer affect a final rating.

For benefits, confirm the plan’s country and employee class against the employee record. Decide who supplies carrier enrollment results and how the team records an Active, Waived or Terminated enrollment. Contribution amounts should be checked against the plan and the dated coverage tier before payroll relies on them. The carrier remains the source for external coverage confirmation.

A store employee has a development goal due during the current review cycle. The manager updates progress and records a Manager review while the employee’s Self review is submitted. HR checks the cycle’s deadlines and the review statuses before release. In the same period, the employee elects a medical plan after a new hire event. HR checks the plan’s country and employee class, records the coverage tier and effective date, and verifies the contribution amounts. The manager sees development work within their scope; HR owns the benefit record.

• Goals at risk — Managers see employee goals that need attention before the due date.
• Onboarding work in progress — HR can follow transition tasks that precede a new employee’s review and enrollment cycle.

See training readiness and the data model.