Performance: review workflows, goal check-ins, cascading goals and development plans

A performance review passes through the steps of its workflow — self review, manager review, calibration, approval, acknowledgement — each with who acts and how many days they have; goals are cascaded from the company down and checked in on the cycle’s cadence; development plans turn a review into actions, and activating a plan enrols its courses.

どこで見つけられるか

• HRMS › Workforce › Performance & Talent: Performance Cycles, Performance Reviews, Goals, Goal Check-ins, Check-in Status, Development Plans, Development Actions, Review Workflows, Review Workflow Steps, Review History.
• Employee Self Service › My Goals, My Reviews, My Development; managers: Team Goals and Team Reviews, for their direct reports and the reviews they are named on.
• Human Resources runs cycles and workflows; Learning & Development Administrator adds and changes development plans.

Review workflows

1. Review Workflows › New: Code, Name and, if it should be the company’s default, Default for review type (annual, mid_year, quarterly, probation, project, continuous).
2. Review Workflow Steps: for each step its Order, Step (self_review, manager_review, calibration, approval, acknowledgement), Who acts (employee, manager, skip_manager or a role with its Role code, for example <hr>) and Days (default 14). The self review and the acknowledgement are always the employee’s.
3. On a Performance Cycle choose the Review workflow — blank: the company’s workflow for the review type, or the steps the cycle’s switches imply.
4. Start reviews on the cycle (or Start on one review) puts every draft review at its first step.

• Steps for a manager, a skip manager or a role wait in Team Approvals as “Performance review”; the employee acts under My Reviews (Submit self review, Acknowledge).
• The manager rates under Team Reviews › Rate and submit; the overall rating is required.
• HR’s Decide step approves or sends back with a comment: “Sent back to <manager review>.”
• Step due and Overdue are shown on the review; an overdue step’s owner is reminded at most every three days. Review History keeps every move.
• The employee sees ratings and comments only once the review is shared.

Goals: cascading and check-ins

1. A goal has a Level — individual, team, department or company — and Aligned to, the goal above it.
2. Cascade on a company, department or team goal: To one person, Or everyone in a unit (with its sub-units). “<14> aligned goal(s) created; <2> already had one.”
3. On the cycle set Goal check-ins (weekly, biweekly, monthly or quarterly) and Grace (days).
4. The owner checks in under My Goals (Progress %, Status on_track, at_risk, behind or achieved, Update, Blockers); the manager answers under Team Goals › Respond.

Check-in Status shows each goal’s cadence, last check-in, Next due and Overdue — next due plus the grace days already passed. Every morning the owner of an overdue check-in is reminded and their manager told.

Development plans

1. Development Plans › New: Employee, Title, Type (development, improvement, career, onboarding), the Cycle or the review it came From, dates, Manager and Objective.
2. Development Actions: each step with its Type — course, skill, mentoring, stretch_assignment, reading, certification, other — and a Due date.
3. Activate the draft plan: “Plan active; <2> course action(s) enrolled.” A course action closes itself when the course is completed. The employee sees the plan under My Development.