Performance

A performance cycle defines its type, start and end, due dates for self and manager reviews, and a calibration date. Reviews link a subject, reviewer and cycle. They also distinguish a self review from a manager, peer, upward or skip-level review. Goals carry a title, category, weight, due date, progress, status and final rating. The cycle makes it possible to look at work in the same review period instead of comparing unrelated assessments.

• Cycle. HR Business Partner sets the period and review schedule before collecting assessments.
• Goal. Employee and HR Business Partner record the intended outcome, category and due date, then update progress during the period.
• Review. The named reviewer enters narrative and rating, submits the review, and follows the cycle’s calibration and release sequence.

Define which cycle types are used and who owns each calendar. The available types include annual, mid-year, probation and off-cycle. Agree which review types are requested for each employee and who may read a submitted review before it is released. The status distinguishes work that has not started, work in progress, submitted assessments, calibrated results, released results and employee acknowledgment. A released assessment can affect later development decisions, so agree who records calibration and who tells the employee when it is ready.

Goals should be specific enough that the reviewer can explain the final rating. The goal’s progress and status are separate from the review’s overall rating. A goal may be active, at risk, completed or cancelled during a cycle. The rating on the review may be Below Expectations, Meets, Exceeds or Outstanding. Keep the narrative tied to the rating rather than treating the label as the whole decision.

An operations employee has a goal due before the cycle end. HR Business Partner confirms the employee and cycle links. During the period, the employee updates progress and flags the goal At Risk if needed. A manager review is assigned to the named reviewer, who records narrative and an overall rating before submitting. The HR Business Partner checks that expected reviews have been submitted and moves the cycle into calibration. After calibration, the review can be released and acknowledged with the corresponding dates. The employee can then see the outcome associated with the correct cycle.

If a reviewer changes mid-cycle, inspect the assigned reviewer on each review before requesting a replacement. If a goal is cancelled, keep its status and reason in the review narrative where relevant rather than removing the historical context.

• Reviews in progress — Subjects, reviewers and review types still awaiting submission or further action.
• Active employees — The current employee context for cycle planning.

Follow the development cycle and review the reports.