Performance and learning

Performance cycles define a start, end, self review due date, manager review due date and possible calibration date. HR Manager can open an annual, mid year, probation or off cycle review period. A performance review identifies its subject, reviewer, review type, rating, narrative and status. A goal identifies the employee, cycle, category, weight, progress, due date and final rating. These separate records help People Manager inspect a person’s objectives and submitted review in the same period.

The review status moves from not started through in progress and submitted, then calibrated, released and acknowledged as the people process advances. The performance cycle itself can be planned, open, in review, in calibration or closed. The dates and statuses let the team distinguish work due from a review already released.

• Cycle. Establish the period and review dates before managers assign goals.
• Review. Connect each reviewer to a subject and a review type, then record the submitted assessment.
• Learning. Use courses, enrollments and training records for required learning and certificate validity.

Decide which goals belong to a cycle and how goal weight and progress are assessed. Agree who can see a self review before it is released to the subject. A rating is a recorded judgment, so the team should specify who performs calibration and who releases the outcome.

For learning, set the active course catalog, mandatory flag, delivery method and certification validity period. A course enrollment names the employee, assignment reason, due date, completion date, score and status. A training record is the durable person level evidence, with a completion date and possible expiration date or certificate link. Course enrollment completion and a valid training record answer related but different questions; the team should check both when qualifications matter.

A laboratory manager opens a review for an employee in the annual cycle. The manager checks goals and their due dates, submits a narrative and rating, then waits for the calibration decision before release. HR Manager monitors the cycle’s review dates and the submitted status. The employee’s acknowledgment is recorded after release.

The same employee may be assigned a technical course. Training Coordinator checks enrollment due date and status, then confirms the completed learning and its training record. When a certificate approaches expiration, Expiring training records shows the person and course for follow-up. For a controlled GMP module, the coordinator uses a separate assignment and evidence review path, because its revision and qualification decision are tracked there.

• Expiring training records — Completed learning whose recorded validity needs attention.
• Active employees — The person context for goals, reviews and course assignment.

Continue controlled learning in GMP training qualification. Set reviewer access with roles before starting a cycle.