Performance and learning

Goals belong to an employee and a performance cycle, with a category, weight, due date, progress and status. performance cycles set the review window and due dates. performance reviews link a subject and reviewer to the cycle, with a review type, narrative, rating and status. Courses define the learning catalog; course enrollments record assignment, due date and completion. training records retain completed learning with certification expiry.

HR Business Partner manages goals and performance reviews. L&D Admin manages courses, enrollments and training records. Employee can manage goals and view personal review and training records. Agree who opens a review cycle, who may calibrate a rating, and when a review is released. Training status should be reviewed against the recorded expiration date before a renewed certification is treated as current.

• Cycle. Admin sets the review window and dates before HR Business Partner records employee reviews.
• Goal and review. A goal belongs to an employee and cycle; a review has a subject, reviewer and rating.
• Learning. L&D Admin records course enrollment and a dated training record after completion.

Admin and HR Business Partner agree when a cycle opens and who records calibration and release decisions. Confirm the reviewer’s access before the first submission. L&D Admin agrees which course assignments need a due date and how completion evidence is entered. Check expiration dates before treating a training record as current. Employee can maintain goals and read personal review and training records; the role does not maintain the cycle or other people’s reviews.

For an engineer nearing a mid-year review, Admin opens the cycle and checks that goals are linked to it. The reviewer records a narrative and rating, submits the review and follows the calibration and release statuses. In parallel, L&D Admin enrolls the engineer in a technical course with a due date. On completion, the training record carries its completion and expiration dates. When it becomes expiring soon, the learning team can plan the next enrollment.

At the end of the case, ask the person receiving the work to inspect the record, its owner and its status. If a date or reference is wrong, correct that source record before using a summary or report. Keep the original decision visible so the next person can tell why the change occurred.

• Reviews in progress — The primary list for this work, with the owner and current status beside the record.
• Training expiring — A focused list for the next review or handoff.

• Review and learning: Rehearse the decision and the record passed to the next owner.
• Implementation: Prepare the first operating cycle.