Performance and goals

A performance cycle defines the review period, type and due dates. Employee goals connect to that cycle and retain their title, weight, progress and final rating. Each review identifies the subject, reviewer and contribution type so self, manager, peer, upward and skip-level feedback remain distinguishable.

HR Business Partner (HRBP) coordinates review work. Employee contributes through the agreed self-service actions, and the assigned reviewer receives access to the relevant subject and cycle. CHRO / VP People reads the broader results. Agree participant responsibilities before opening a cycle so each person understands which contribution they own.

• Cycle preparation. Planned, Open, In review, Calibration and Closed identify the cycle’s progress. Start and end dates, self-review and manager-review deadlines, and a calibration date define its schedule. Opening creates the employee and cycle work that is still needed.
• Review contributions. Reviews move through Not started, In progress and Submitted, then Calibrated, Released and Acknowledged. The overall rating and narrative retain the assessment. Keep contribution type visible when comparing outcomes across the cycle.
• Goal progress. Goals distinguish Draft, Active, At risk, Completed and Cancelled. Progress and final rating explain the recorded outcome. Keep cancelled goals separate from completed commitments when discussing what an employee achieved.

Agree which employees participate, how reviewers are assigned and who coordinates calibration and release. Repeating an update should preserve existing employee and cycle work. Include repeat updates in rehearsal and compare the assignments before and after each action.

Confirm participant access with ordinary accounts. Agree how submission, release and acknowledgment dates are recorded, then compare those dates with actual actions before using them in reports. Decide how a disputed rating reaches the responsible reviewer and HR Business Partner (HRBP), keeping it tied to the correct subject and cycle.

Open a pilot cycle for an active employee and inspect the goals and review assignments. Repeat the update and compare the same employee’s work. Use Duplicate Watch (FL-16) to investigate repeated review entries, and Performance review work to follow each assigned contribution.

Have the reviewer complete the permitted contribution and submit it. Follow submitted work through cycle review and calibration, then inspect the released assessment and acknowledgment separately. Compare the recorded dates with each action. Include an employee outside the reviewer’s scope in the access rehearsal. Ask HR Business Partner (HRBP) to explain which ratings are released and which still await work before sharing the cycle’s results.

• Performance review work — Follow assigned contributions by subject, reviewer, cycle and recorded status.
• Workforce directory — Check the employee’s organization and manager when preparing review assignments.

Rehearse benefits and employee development. Review report definitions and the treatment of unfinished contributions before sharing results.