Performance

Performance cycles identify the review period and its type: annual, mid-year, probation or off-cycle. They carry a start and end date and due dates for self and manager review. Goals link an employee to a cycle and carry title, category, weight, progress, due date and final rating. Performance reviews connect a subject, reviewer and cycle, with the review type, narrative, rating and status.

HR Business Partner maintains goals and reviews. Employee can enter goals and read their review records under configured access. CHRO / VP People has oversight of the review population. Make the cycle and its review dates clear before asking employees to work on goals, so a late entry is not confused with the wrong period.

• Cycle. A planned cycle becomes open for the named period, then moves through review, calibration and close.
• Goals. Each employee goal records the intended outcome and its progress within a cycle.
• Reviews. A review pairs subject and reviewer, carries narrative and rating, and moves toward release and acknowledgement.

Choose the review type and dates for the pilot population. Confirm who will enter self, manager, peer, upward or skip-level reviews, and who can read each before release. HR Business Partner should set the calibration owner and explain when a submitted review may receive a calibrated rating. A review’s status is separate from the cycle status; closing the cycle should follow review release and acknowledgement checks rather than a calendar date alone.

Decide how goals are weighted and what progress means for the organization. Goal categories distinguish business, development and behavioral values, but each goal still needs a concrete title and due date. If a worker changes manager during a cycle, verify that the reviewer link and the employee’s placement both reflect the intended decision. Access to review narrative should be checked with a real employee and reviewer account.

A mid-year cycle opens for a department. An employee records a development goal with a due date and progress. HR Business Partner verifies that the goal belongs to the right cycle. The reviewer enters a manager review with narrative and an overall rating, then submits it. During calibration, HR Business Partner compares review status and rating across the cycle. Once the review is released, the subject can acknowledge it. The record shows submitted, released and acknowledged dates, so the team can distinguish an unfinished discussion from a completed one.

Rehearse a review still in progress at the manager due date. The owner can see the incomplete state in the work list and follow up without treating it as calibrated or released. Preserve the narrative and reviewer identity when correcting the case.

• Reviews in progress — Work still not started, in progress or submitted for the cycle.
• Active employee register — The current employee and manager context for a reviewer check.

Follow Reviews and learning for the handoff from goals to recorded development.