Development

Performance cycles define the review window and due dates. Goals connect an employee to a cycle with category, weight, progress and status. Performance reviews connect the subject and reviewer to that cycle and preserve the review type, narrative, rating and status. HR Business Partner (HRBP) maintains the performance record while CHRO / VP People can read enterprise context.

Courses provide the learning catalog. Course enrollments show an employee’s assignment reason, due date, completion date, score and status. Training records preserve completed training with a completion date, expiration date and certificate URL when present. L&D Admin works with those records to identify overdue or expiring learning.

• Check the source. L&D Admin checks a course enrollment against its employee, course and due date. HR Business Partner (HRBP) checks that a goal and review belong to the same performance cycle and that the review names its subject and reviewer.
• Record the decision. A course completion is recorded on its enrollment; the durable training record has its own completion and expiration dates. A review rating belongs to the named subject and cycle.
• Keep the trail. If a course expires or a review is returned, keep the earlier record and its date visible so the next owner can explain the change.

Agree the cycle window, reviewer assignments and rating terms before opening a review. Identify mandatory courses and who assigns them. Keep the training record tied to the employee and course so the team can tell an active enrollment from completed evidence. Confirm what the employee can see in their own reviews and training records.

Confirm a completion date and score on the enrollment, then read the training record for that employee. Compare a review with its cycle and reviewer before discussing a rating.

Use an employee with a development goal and a required course. Check that the goal belongs to the intended performance cycle and that the review names the right subject and reviewer. Move the enrollment from enrolled through completion, then inspect the durable training record and any expiration date. The L&D Admin should be able to find the enrollment; the employee should see only their permitted record.

Have the next person find the same employee and period, explain the current status, and identify the source detail behind it. Correct a mismatched reference before the case moves forward.

• Training due — L&D Admin sees enrollments still Enrolled or in progress and their due dates.
• Onboarding work — HR can see outstanding tasks when a new hire needs training work.

See implementation for cycle and course setup.