Performance and learning

A performance cycle has a type, start and end dates, self-review and manager-review due dates, calibration date and status. Goals link an employee to the cycle with title, category, weight, progress, due date, status and final rating. Reviews link the subject and reviewer to the same cycle. Each review records type, narrative, overall rating and a status that distinguishes work in progress, submission, calibration, release and acknowledgement. HR Business Partner can compare cycle progress without treating an unfinished review as a final rating.

The learning catalog contains courses with category, delivery format, duration, mandatory flag and active state. Enrollment joins an employee to a course, assignment reason, due date, completion date, score and status. A training record is the durable completion and certification record, with provider, completion and expiration dates, certificate URL and validity status. The course enrollment says what the employee is doing; the training record says what was completed.

• Cycle. Admin defines the review period and due dates; HR Business Partner follows reviews through submission and release.
• Goal. Employee records objectives and progress tied to the cycle; the reviewer checks the result and rating.
• Learning. L&D Admin manages courses, enrollment and training records, including expiring credentials.

Choose the cycle type and dates before assigning reviews. Decide which review types apply to each employee and who is allowed to read narrative feedback. A peer review and manager review carry different responsibilities even though both link to the subject. Agree how calibration is recorded and who authorizes release. Keep the status sequence meaningful: a submitted review should not be presented as acknowledged, and a released result needs a deliberate recipient.

For training, decide whether a course is mandatory, how completion evidence arrives and who verifies provider data. An external learning system may deliver lessons; the HR record should hold the completed result and expiry date. If a course has a certification validity period, check the calculated expiration against the actual certificate. A revoked record should remain distinguishable from one that simply expired.

Have Admin open a mid-year cycle for an active employee. Enter a business goal and a development goal, assign the manager review and record narrative and rating when the assessment is complete. Inspect the review status before and after release, then check that the employee can read the result at the appropriate point. Assign a technical course with a due date, mark enrollment complete with a score and enter a training record with its certificate and expiration date. Verify the employee, course and dates agree across both records.

• Reviews in progress — In-progress, submitted and calibrated reviews by cycle and reviewer.
• Training due — Employee enrollments that still need completion.
• Expiring training records — Credentials approaching their recorded expiration.

See review to training for the cycle and learning handoff.