Performance and learning

A performance cycle names its type and dates and moves from planned to open, in review, calibration and closed. Goals link an employee to a cycle, with category, weight, due date and progress. Reviews link a subject and reviewer to the same cycle. Their type distinguishes self, manager, peer, upward and skip level feedback, and their status identifies what is not started, in progress, submitted, calibrated, released or acknowledged.

Learning uses a course catalog with category, delivery mode, duration and whether the course is mandatory. A course enrollment links the employee and course, records the assignment reason and due date, and follows progress through enrollment, completion or another outcome. A training record preserves the course, provider, completion date, certificate link and expiration date for work that was completed. This separates an assignment still underway from evidence of completed training.

• Plan the cycle. Agree cycle dates, review due dates and the expected review types before asking employees to submit work.
• Capture feedback. Keep each goal and review linked to the subject, reviewer and cycle so the HR Business Partner can see progress.
• Keep learning history. Use enrollments for current assignments and training records for completed courses and certificates.

Choose a cycle to pilot. Admin opens it, and HR Business Partner reviews submitted feedback and records release. Agree how goals are weighted and when a reviewer may revise a submitted review. Because a review can contain a narrative and rating, set access carefully: Employee can read their performance record, while HR Business Partner maintains the review records. Decide which courses are mandatory by role and who records completion evidence.

For certificates, agree whether the expiration date comes from the course’s validity period or the provider’s document. L&D Admin should review records marked expiring soon or expired and check the underlying completion date and certificate before planning renewal. Avoid treating an enrollment marked complete as the sole durable history when a training record is needed for later reference.

Have Admin open a review cycle for one employee, create a goal with a due date and assign a reviewer. Work the review from not started through submitted, record a rating and narrative, then release it for the employee to acknowledge. Check that subject and reviewer refer to the intended people. Next, enroll the employee in a course, record the completion date and score, and create a training record with the applicable expiration date. Use the expiry watch to confirm that upcoming renewal work can be found by L&D Admin.

• Reviews in progress — Review records by cycle, subject, reviewer and status.
• Training expiry watch — Completed training whose status calls for renewal attention.
• Active employee register — The employee context behind goals and learning.

Read review and learning for the development cycle, and employee change for the current employee context.