Performance Reviews

Structured performance review workflow with goal-based assessment, self-evaluation, manager ratings, 360° peer feedback, and multi-stage review progression from Draft through Submission.

Review Stages

Every performance review moves through three defined stages:

Stage	Status	Who Acts	What Happens
1	Draft	Manager	Review created, goals set, period defined
2	Self-Assessment	Employee	Employee adds their perspective on each goal
3	Submitted	Manager	Manager rates goals, adds comments, finalizes review

Step 1: Manager Creates a Review

To initiate a new performance review:

1. Navigate to Workforce > Performance Reviews
2. Click Create New Review
3. Select the Staff Member from the dropdown
4. Enter the Review Period (start date and end date)
5. Set Goals — enter one goal per line in the goals field
6. Click Save as Draft

Setting Goals

Goals should be specific, measurable, and relevant to the review period. Enter each goal on a separate line:

• Each goal appears as an individual item that will be rated separately
• There is no limit to the number of goals, but 3–7 goals is recommended
• Goals can be edited while the review is in Draft stage
• Once the review moves to Self-Assessment, goals are locked

Step 2: Self-Assessment

Once the manager advances the review from Draft to Self-Assessment:

1. The employee receives a notification (email + in-app) that a review is awaiting self-assessment
2. Employee logs into the Staff Self-Service Portal
3. Opens the review under My Reviews > Pending Self-Assessment
4. For each goal, the employee adds their perspective — describing their achievements, challenges, and evidence of progress
5. Employee clicks Submit Self-Assessment
6. The review advances to the Submitted stage for manager finalization

Step 3: Manager Rates Goals & Submits

After the employee completes self-assessment, the manager finalizes the review:

1. Navigate to Performance Reviews > Pending My Action
2. Open the review (now showing the employee's self-assessment)
3. For each goal, the manager assigns a rating from 1 to 5:

Rating	Label	Description
1	Unsatisfactory	Did not meet expectations; significant improvement needed
2	Needs Improvement	Partially met expectations; clear gaps identified
3	Meets Expectations	Satisfactorily achieved the goal as defined
4	Exceeds Expectations	Surpassed the goal; delivered above what was required
5	Exceptional	Outstanding performance; well beyond expectations

4. Add comments for each goal (explaining the rating, providing feedback)
5. Review the overall summary
6. Click Submit Review

Goal Tracking

The Goal Tracking view provides an at-a-glance summary of all goals and their ratings:

Goal	Self-Assessment Summary	Manager Rating	Manager Comments
Increase sales by 15% in Q2	Achieved 18% growth through new client outreach	4 / 5	Exceeded target; strong initiative shown
Complete leadership training	Completed all 6 modules by end of May	3 / 5	Met the requirement; apply learnings in Q3
Reduce customer complaints by 20%	Implemented new feedback loop; 12% reduction so far	2 / 5	Below target; continue efforts next period

The Overall Score is calculated as the average of all goal ratings, displayed prominently on the review summary.

360° Peer Feedback

Optionally, the manager can request anonymous peer feedback to supplement the performance review:

How to Request Peer Feedback

1. Open the performance review (any stage)
2. Click Request 360° Feedback
3. Select peers from the staff directory (colleagues, cross-functional partners)
4. Check the Anonymous checkbox to hide reviewer identities from the employee
5. Review the 4 default questions (or customize if needed):

#	Default Question
1	How effectively does this person collaborate with the team?
2	What are this person's key strengths?
3	What areas could this person improve?
4	Any additional comments or observations?

6. Click Send Feedback Requests

Peer Feedback Statuses

Status	Meaning
Pending	Request sent; peer has not yet responded
Submitted	Peer has completed and submitted their feedback

Privacy Rules

• When Anonymous is checked: The employee can read the feedback content but cannot see who provided it
• The manager can always see both the content and the reviewer's name
• Peers receive a notification explaining whether their feedback will be anonymous
• Feedback responses cannot be edited after submission