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- HRMS with Expense Mgmt
- Features
- Performance
Performance
Connect goals and reviews to the right cycle and reviewer.
OverviewReview cycle schedule×
HRMS with Expense Mgmt · Performance
New
Review cycle schedule
Performance cycles
Planned2
CC-866Cycle 703
04 Oct
CC-619Cycle 758
23 Oct
Add
Open2
CC-353Cycle 286
12 Oct
CC-475Cycle 350
10 Oct
Add
In review2
CC-320Cycle 105
08 Oct
CC-945Cycle 432
13 Oct
Add
What you can do
Performance in daily work
At the start of a review cycle, HR Business Partner checks the cycle dates and employee population. Employees maintain goals; reviewers submit a narrative and rating. The cycle passes through review and calibration before results are released and acknowledged by the employee.
How the work is organized
- Source record. The cycle sets the review window, self-review and manager-review due dates and calibration date.
- Decision. Goals link an employee to the cycle and carry weight, progress, due date and final rating.
- Handoff. Each review links the subject and reviewer to a cycle. Its status and submitted, released and acknowledged dates show the handoff.
What to agree during setup
Agree the cycle owner, reviewers and calibration participants. Check the due dates before opening the cycle and confirm that every employee in scope has the right reviewer. Decide who can see a draft narrative and who can release a calibrated result. The HR Business Partner should compare the goal and review links with the employee record before the cycle advances.
Check the handoff on an actual case
For a midyear cycle, the HR Business Partner checks the start and end dates and the two review deadlines. An employee records progress on a goal. The reviewer prepares a narrative and rating, then submits the review. Before calibration, check that the review is linked to the intended subject and cycle. A review still in progress must stay out of the release step. After calibration, the authorized owner releases the result. The employee acknowledges the released review, giving the team a dated completion point. If a reviewer or subject is wrong, repair that link while the review is still editable and recheck access.
Goals may be active, at risk, completed or canceled during a cycle; review their dates and weights when interpreting a final rating. A self-review and a manager review can exist for the same employee, so check review type as well as subject before comparing results. If a review is returned for correction, retain the original submission context and have the reviewer resubmit. The acknowledgement date should belong to the released result the employee actually saw.
What your team sees
- Review cycle schedule — Track planned and open cycles with review due dates.
- Employees by department — Check the employee population and reporting line for a cycle.
Follow the work through
See performance and learning for the review sequence and the training handoff.
What it keeps track of
Data model- Performance cycles
- Annual, mid-year and probation performance cycles.
- Goals
- Employee goals tied to a performance cycle.
- Performance reviews
- Subject-by-reviewer review within a performance cycle.
- Employees
- Central person record for every worker; all suite transactions tie back to Employees.
Who uses it
Permissions- HR Business Partner
- Manages goals and performance reviews.
- Employee
- Maintains goals and views their reviews.
- CHRO / VP People
- Has oversight; Admin maintains access and cycle setup.
Set up HRMS with Expense Mgmt your way.
Start free, then use Proto to change fields, steps and approvals before your team goes live.