Performance and goals

Performance cycles sets the review period, type, opening and closing dates, and self-review and manager-review due dates. Performance reviews links a subject employee, reviewer and cycle. Its review type distinguishes self, manager, peer, upward and skip-level input. The review status separates work that has not started from work in progress, submitted, calibrated, released and acknowledged.

Goals are separate employee records tied to a cycle. Each has a title, category, weight, due date, progress and status. HR Business Partner can maintain the goal and review records. Employee can enter goals and view permitted performance information. The cycle gives both roles a shared period for the discussion without turning a goal progress value into an automatic overall rating.

• Cycle. performance cycles defines the review window and milestones.
• Feedback. performance reviews captures each subject-reviewer relationship and its status, rating and narrative.
• Commitments. Goals records the employee’s planned work, progress and final rating where used.

Choose cycle dates and review types before inviting reviewers. Agree who can read a narrative while a review is in progress, who calibrates a rating and when a released review becomes visible to the employee. Reviewers should know which subject and cycle they are acting on. HR Business Partner should check that the employee and reviewer references are correct before the cycle begins.

For goals, decide which categories and weighting approach the team uses. Set due dates that fit the cycle and explain who updates progress. A goal marked Completed and a review marked Submitted describe different events. Keep their owners and dates separate during reporting.

Admin opens an annual cycle for a department. Admin sets the cycle dates; HR Business Partner checks them and identifies the reviewer for an employee. The employee records a development goal and updates its progress. The manager provides feedback; HR Business Partner records the manager review with its narrative and overall rating. HR Business Partner checks that the review is Submitted before calibration, then moves it through Calibrated and Released when the decision is ready. The employee’s acknowledgement remains its own recorded state.

If a reviewer changes during the cycle, HR Business Partner should check the subject and reviewer references on each review instead of relying on the current manager link alone. A goal that becomes at risk can be discussed with its due date and progress visible, while the cycle itself continues through its planned review states. Reports can compare completion by cycle and review type.

• Reviews awaiting submission — Work in not started or in progress states for reviewer follow-up.
• Active employee register — Employee and manager context for assigning reviews.
• Employee status board — Workforce status context before a cycle population is reviewed.

See performance and learning for the cycle’s decision points and roles for access boundaries.