Run a review cycle

Launch, self and manager reviews, 360, calibration, outcomes.

Performance is a module. Open Human Resources, Performance. Before your first cycle, choose the scoring method in Settings, Performance settings: weighted goals, goals only, manager only, or the average of self and manager. Set up review types too, switching self, manager, peer and upward reviews on or off, and pick a default.

Launch. Create the cycle with its dates and the form sections it shows (goals, competencies, potential), pick a review type, and launch it for everyone or for selected staff. Goals can be seeded from your goal library or the position's competencies, and individual goals can align to organisation and team OKRs.

Reviews. Employees complete their self-review in self-service. If the review type allows it, invite peer and upward reviewers, who also answer in self-service; their scores are averaged by reviewer type. The manager then rates each goal or gives an overall rating.

Finalise and calibrate. Finalise appraisals one at a time or in bulk. If you set up an appraisal workflow, finalising routes through it first. Calibration then lets you adjust ratings across the cycle; committing writes the overall ratings and locks the cycle. Set potential and read the 9-box, which places bands 4 and 5 high, band 3 medium and bands 1 and 2 low.

Outcomes. Apply one outcome per appraisal: a salary increase goes into a draft increment run, a promotion goes through the employee's assignment, and a poor result raises a performance improvement plan with check-ins. The employee then acknowledges the finalised appraisal in self-service.

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