Performance and learning

Performance cycles define a dated period for Annual, mid year, Probation or off-cycle review. Their status moves through Planned, Open, in review, Calibration and Closed. Reviews connect the cycle, a subject employee and a reviewer. A review’s type distinguishes Self, Manager, Peer, Upward and Skip-level. The status records whether the review is not started, in progress, Submitted, Calibrated, Released or Acknowledged. HR Business Partner can inspect progress across the cycle while Employee has read access to their performance records.

Goals are also connected to the employee and cycle. Each goal has a title, category, weight, due date, progress, status and final rating. The team can agree how goals will be weighted and how a completed goal influences the overall review. Ratings have explicit values, so reviewers should use the same meaning for below expectations, Meets, Exceeds and Outstanding. A calibration discussion belongs before a review is released to the employee.

• Cycle. Admin sets the dates and due dates that define the review window.
• Review. Subject, reviewer and review type make the source of feedback clear.
• Learning. Courses and enrollments track planned learning; training records preserve completion and expiration.

Define who opens and closes a performance cycle and how late reviews are handled. Decide which review types are needed for each population. Each course has a category, delivery method, duration, optional certification validity and a mandatory flag. A course enrollment records its assignment reason, due date, completion date, score and status. When a learner completes training, a separate training record keeps the title, provider, completion and expiration dates, certificate URL and current validity status. Agree which person checks expiring records before a certification lapse affects an assignment.

For example, a new employee has a mandatory safety course. L&D Admin assigns the course with a due date. The employee completes it, and L&D Admin records the completion date and certificate. Before a later role move, HR can inspect the training record’s expiration date and status. Separately, the employee’s goal for that cycle can be reviewed without treating the training record as a performance rating.

Open a cycle that includes a subject employee and a reviewer. Confirm the review type, due dates and current status. Submit a review with a narrative and rating, then check the calibration and release sequence with HR Business Partner. Inspect a goal for the same employee and cycle, including its weight and final rating. Finally, choose a course enrollment and compare its completion information with the durable training record. The approver for review release should be clear, and an expired certificate should be visible in its own record.

• Review cycle work — Reviews awaiting submission, calibration or release.
• Review cycle progress — Status and rating by cycle and subject.
• Training expiry — Records approaching or past their expiration date.

Use development and learning to coordinate the cycle, then check the worker’s current assignment in people records.