What to do first
Open the dashboard and look at the cycle banner. It tells you which phase the cycle is in, how many days are left, and what is waiting on you. Your own review tasks sit directly underneath it.
A cycle
A cycle has a name, a type, a start, a due date and a phase. Types are quarterly, annual, mid year and probation.
It passes through six phases in order:
- Nomination. Who will give peer feedback on whom.
- Self assessment. Everybody rates and writes about their own performance.
- Peer 360. The nominated peers give their input.
- Manager evaluation. Each manager writes up their people.
- Calibration. Ratings are compared across the organisation and adjusted.
- Published. People can read their own outcome.
The order is not decoration. It decides whether a piece of review work is due yet. A self review is not outstanding during nomination, because the cycle has not asked for it, and chasing somebody for it then is how a reminder becomes noise.
Self assessment
Rate yourself against the competency framework, and write about the period. The objectives and feedback from the quarter are there while you write, which is the point of recording them as they happened.
Peer 360
The input from the people who were nominated. Ratings against the same competencies, plus comments.
Manager evaluation
A manager's write up of each person: competency ratings, the narrative, and a final recommendation. The self assessment and the peer input are visible while writing.
Calibration
Ratings laid out across the organisation so they can be compared and adjusted. This is the step that stops one department's "exceeds" meaning something different from another's.
Summary
One person's review assembled: self, peers, manager and the calibrated outcome, in one document.
History
Past cycles and past outcomes, so a review can be read in the context of the ones before it.
Setting a cycle up
Cycles are created and their windows set in Admin, under Review cycles. The work inside a cycle happens here.
How it connects
- Review work waiting on you appears in My Work under Reviews and in your Inbox.
- Objectives from Goals and KPIs and feedback from Feedback are the evidence a review reads.
- The competency framework comes from Talent.
- Completion rates and rating distributions appear in People Analytics.
Common questions
Why can I not start my self assessment? Because the cycle has not reached that phase yet. It opens when the phase does.
Can I see my peers' individual ratings? No. Peer input is aggregated in what you read. Your manager sees more of it, which is what lets them weigh it.
When does my manager's evaluation become visible to me? At publication, not before. Calibration can change a rating, and showing a number that is about to move helps nobody.
Who sets the competencies? The framework in Talent. Changing it changes what everybody is rated against, so it is a workspace level decision.