Performance and learning

Performance cycles names the review period, type, start and end dates and review deadlines. Goals links an employee to a cycle and keeps a title, category, weight, due date, progress and status. Performance reviews links a subject and reviewer to a cycle, review type, rating, narrative and status. HR Business Partner can maintain employee goals and reviews; Employee can enter goals and read their performance information. This keeps the review conversation tied to a named period rather than an undated note.

Courses holds the learning catalog, including category, delivery method, duration, competency and mandatory setting. Course enrollments connects an employee to a course with assignment reason, due date, completion, score and status. Training records preserves completed training or certification with a completion date, expiration date, course and status. L&D Admin manages course and training records; Employee can read their own training record.

• Cycle. The review period and deadlines give reviewers a shared frame for the work.
• Review. The subject, reviewer and review type make each submitted assessment attributable.
• Training. Enrollment tracks assigned work; a training record preserves the completed result.

Decide which cycle types the organization uses and who is responsible for opening and closing each period. A manager review and a self review have different review type values and should identify the right reviewer; HR Business Partner records the assessment. Confirm the rating scale and the point at which a review moves from Submitted to Calibrated, Released and Acknowledged. HR Business Partner and the authorized reviewer should inspect a complete employee case before releasing conclusions.

For learning, decide who maintains active courses, which are mandatory and how a completion is verified. An enrollment’s status is separate from the durable training record. If a course expires, the training record can show expiring soon or Expired so L&D Admin knows what to revisit. Agree how the team records an external course completion and certificate location before using it in a job-move discussion.

An employee prepares a development goal in an open cycle. HR Business Partner confirms the goal’s due date and progress. The assigned reviewer provides a rating and narrative; HR Business Partner records the review, and the team follows the cycle through calibration and release. Later, L&D Admin enrolls the employee in a technical course. When the employee completes it, L&D Admin records completion and any certification expiration on a training records record. A future internal application can be discussed with the employee’s current role, goals and training evidence available to the people permitted to view it.

Rehearse a failed course enrollment and a training record whose certification has expired. The team should distinguish attempted learning from completed training and avoid treating an old certificate as current. Check that employee access shows the right personal records while HR and L&D work within their assigned permissions.

• Performance review queue — HR sees reviews that are waiting, underway or submitted.
• Training expiry list — L&D Admin follows expiring and expired employee credentials.

See ongoing people operations for review and training activity alongside the employee record.