Performance

HR Business Partner (HRBP) manages performance cycles, goals and reviews. The cycle sets the period and review dates. Each review identifies its subject, reviewer and type, then carries narrative, rating and decision status. A submitted manager review can be considered in calibration before it is released and later acknowledged.

Employee can update own goals; a goal links back to its employee and cycle. Progress against a goal is different from the final rating recorded after review. Keep the review with the right subject and cycle when discussing a development need. L&D Admin can then manage a separate course enrollment, with completion recorded in learning records.

• Open a cycle. HR Business Partner (HRBP) sets the cycle dates and review deadlines, then associates goals and reviews with that cycle.
• Collect the review. The reviewer records the review type, subject, narrative and rating before submission.
• Release the result. Calibration and release follow the submitted review, with acknowledgement tracked on the same review record.

Agree which employees enter each cycle, who reviews them and which dates control self and manager reviews. Employee can manage own goals; HR Business Partner (HRBP) manages goals and reviews. A goal’s progress and final rating serve different purposes, so decide when each is updated. Check that a review’s subject and reviewer are the intended employees.

Before calibration, decide who checks submitted ratings and what must be resolved before release. CHRO / VP People has read access for oversight. The team should record the review’s submitted, released and acknowledged dates when those states are reached. Course assignment can follow a development goal, but a review status does not itself complete learning.

Use a manager review whose subject has a development goal in the same cycle. HR Business Partner (HRBP) checks the cycle and due date; the reviewer checks the goal’s progress and records the narrative and rating. After submission, HR Business Partner (HRBP) compares the review with other submitted work in the cycle before calibration. The released result remains separate from the employee’s later acknowledgement.

Try a review entered under the wrong cycle. Correct the cycle reference and confirm the subject, reviewer and deadlines again before release. Then choose a training course for the development need, with L&D Admin owning the enrollment. The course progress should remain visible in its own record rather than being assumed from the review outcome.

• Reviews submitted — Submitted reviews with cycle, subject, reviewer and rating visible.
• Active employees — Current employees available to match against review subjects.

See the connected process for the decision sequence and the data model for the record links.