HR opens a review cycle, you receive a notification and score the employees on your team. This article covers the manager's part of the work, not the configuration.
Three things that can be reviewed
| Type | What it measures | Module |
|---|---|---|
| KPI | Work results against the set metrics | Talent |
| OKR | Achievement level of objectives and key results | Talent |
| Competency framework | Skill proficiency by job title, on a 5-level scale | Talent |
Steps
- Receive a notification when HR opens a review cycle.
- Go to the Talent module and open the active review cycle.
- Score each employee on your team using the predefined scale.
- Write comments. This is the most valuable part — don't leave it blank.
- Submit the results before the deadline set by HR.
IMAGES NEEDED — the review cycle list screen and the scoring form for an employee
Scoring correctly
- Base it on evidence, not on your most recent impression. Review the tasks assigned during the period in the Tasks module.
- Don't score everyone in the middle. A flat scorecard helps no one and ruins the company's 9-box matrix.
- Comments must describe specific behaviors. "Needs to be more proactive" isn't useful; "Missed deadlines three times this quarter without notifying in advance" is.
- Talk to the employee in person before submitting the results. The system records the results; it can't replace the conversation.
Review results may be used for the 9-box matrix, succession planning, and compensation decisions. Scoring carelessly will affect real decisions about the people on your team.
