Performance and goals

Admin prepares a performance cycle with start and end dates, self-review due date, manager-review due date and calibration date. Reviews name the subject, reviewer and review type. A school can use the same cycle for staff who teach and staff who support operations while keeping each person’s reviewer and outcome distinct.

Goals belong to an employee and cycle. They carry a title, category, weight, due date, progress and status. The Employee can maintain goals. HR Business Partner can see whether reviews have been started, submitted, calibrated, released or acknowledged. The cycle status gives HR a broader view of the review window, but it does not replace each individual review decision.

Agree in advance who supplies the narrative, who checks ratings during calibration and when results are released. A manager or reviewer should make the substantive assessment. Preserve the review subject and reviewer, rather than copying comments into a general employee note. When a goal is at risk, the status and due date support a timely conversation before the cycle closes.

• Cycle. performance cycles hold the review window, due dates and cycle status. Admin sets dates before HR Business Partner starts collecting reviews.
• Individual review. performance reviews link a subject and reviewer to the cycle. The record keeps narrative, rating and release or acknowledgement dates.
• Goals. Employees maintain goals linked to their cycle. HR Business Partner can compare progress and due dates with each person’s review.

Agree which staff enter goals and who reviews each person. Name the owner who checks ratings before a review is released. The configured HR Business Partner can manage reviews, while Employee can manage goals and view performance records. Decide when cycle dates close and how a late review will be handled without changing an earlier person’s outcome.

Open a staff review cycle with a manager review due date. An employee records a development goal and updates its progress. HR Business Partner checks that the review has the correct subject, reviewer and cycle before the reviewer enters a narrative and rating. Rehearse a review linked to the wrong subject: correct the reference before release so the result is never attributed to another employee. When a goal is at risk, use its due date and status to start a conversation before the cycle closes. The review record then retains the final outcome and its dated release.

• Reviews in Progress — Shows reviews still being prepared or submitted for a cycle.
• Active Employees — Helps HR Business Partner confirm the review subject against the staff record.

See the related process and the data model for the next handoff.