Launch a Performance Review Cycle

Guidance on how you can design, launch and manage a Performance Review cycle

Jared Ellis avatar
Written by Jared Ellis
Updated over a week ago

What can I learn from this page?

How to design, launch and manage a Performance Review cycle

Who is this guide for?

Performance Admins, Perform HRBP

In this guide we will explore how to create and launch a performance cycle for your organization. Our Performance Reviews can be customised to suit but we generally recommend including all 3 steps: peer feedback, upward feedback and manager review. This helps to minimise bias and it gives managers a range of perspectives to consider for their review.

The self-reflection cycle, where employees review their own performance, happens separately from the performance review cycle. But don't worry, any info gathered in the self-reflection is visible to Managers when they fill out their review form in the performance cycle. Usually, these cycles run together. For more details on setting up a self-reflection cycle, check out our guide.

We will start off by looking a the Feedback portion of the cycle.

Feedback

There are a couple of feedback components to consider:

Peer & upward feedback:

  • Peers and direct reports give feedback on an employee's performance and improvement areas.

Peer nominations:

  • Optional for peer-only or combined (peer and upward) feedback cycles, employees can nominate their feedback providers.

Automating upward feedback requests:

  • Optional for cycles with upward feedback: automated requests send feedback to direct reports during the Provide Feedback stage of the cycle.

Now let's look at the possible feedback configurations.

Feedback Options:

Type of Feedback

How it works:

Peer & Upward Feedback

  • Admins create 2 question sets: one for peer feedback and one for upward feedback.

  • Managers choose employees to provide feedback, and either the peer or upward questions are sent out according to your account hierarchy. Upward feedback questions are sent to both direct and indirect reports of the employee being evaluated.

  • Admins set the launch and closure dates for reviewer selection and completion.

Nominations:

  • If nominations are enabled, employees can nominate a combination of peers, indirect and direct reports.

  • When peer and upward feedback opens, Managers can choose from these nominations or add more.

Only Peer Feedback

  • Admins create 1 question set for peer feedback.

  • Only peer feedback questions are sent.

  • Admins set the launch and closure dates set for reviewer selection and feedback completion.

  • Only peers of the subject can be selected to provide feedback.

Nominations:

  • If nominations are enabled, employees can nominate peers and indirect reports but not direct reports.

  • When peer and upward feedback opens, Managers can choose from these nominations or add more.

Only Upward Feedback

  • Admins create 1 question set for upward feedback.

  • Only upward feedback questions are sent.

  • Admins set the closure dates for reviewer selection and feedback completion.

  • Only direct reports of the subject can be selected to provide feedback.

Nominations:

  • Not available for Only Upward Feedback.

Peer & Upward Feedback with Automated requests.

  • Admins create 2 question sets: one for peer feedback and one for upward feedback.

  • Admins enable automatic sending of upward feedback requests to direct reports.

  • Upward feedback requests are scheduled and sent automatically during the Provide Feedback stage of the cycle unless withdrawn by the Manager or Admin.

  • Automated requests are triggered when a cycle is launched, even if the Upward feedback stage starts later. Any Subjects (participants) added to a cycle post launch will not be included in the Automation and Upward feedback requests need to be manually triggered.

  • If someone's manager value isn't assigned at launch, they won't receive automated requests. Upward feedback requests need to be manually triggered.

  • Managers or Admin manually select employees for peer feedback. Peer feedback requests are not automated.

  • Admins set the launch and closure dates for reviewer selection and completion.

Nominations

  • If nominations are enabled, employees can nominate peers and indirect reports but not direct reports.

  • Indirect reports will receive the upward feedback question set.

  • When peer and upward feedback opens, Managers can choose from these nominations or add more.

Only Upward Feedback with Automation

  • Admins create 1 question set for upward feedback.

  • Only upward feedback questions are sent.

  • Admins set the closure dates for reviewer selection and feedback completion.

  • Upward feedback requests are scheduled and sent automatically during the Provide Feedback stage of the cycle unless withdrawn by the Manager or Admin.

  • Only direct reports of the subject can be selected to provide feedback.

  • Automated requests are triggered when a cycle is launched, even if the Upward feedback stage starts later. Any Subjects (participants) added to a cycle post launch will not be included in the Automation and Upward feedback requests need to be manually triggered.

  • If someone's manager value isn't assigned at launch, they won't receive automated requests. Upward feedback requests need to be manually triggered.

Nominations:

  • Not available for Upward Feedback Only cycles.

Nominations Limit

  • The number of nominations that an employee can submit can either be limited to a specific quantity or be unlimited.

  • If both peer and upward feedback are selected, any nomination limits are applied as a combined total. E.g. if the nomination limit was set to 3, only 3 nominations total (either peer and upward) can be submitted.

  • Nomination limits only apply to employees who submit nominations, not managers or administrators who can still add as many reviewers for feedback as needed.

  • The Nomination limit cannot be changed once the cycle is live.

Note

  • Once an Automated Upward Feedback cycle goes live, any new manager changes will not be reflected. Newly transferred direct reports will still give upward feedback to their previous manager. It's because they're considered better suited to provide quality feedback for their previous manager. If necessary, you can change this manually by removing feedback requests for the old manager and choosing the new direct reports to give feedback to the new manager.

  • Automated Upward Feedback requests are triggered when a cycle is launched, even if the Upward feedback stage starts later. Any Subjects (participants) added to a cycle post launch will not be included in the Automation and Upward feedback requests would need to be manually triggered.

  • If automated Upward feedback requests are enabled in a cycle, they will be scheduled once 'Step 1: Employee nominations' is reached. At this point, the Upward feedback question set is also recorded. While an Admin can still edit the Upward feedback questions until 'Step 3: Provide peer and upward feedback’, any automated requests generated before these edits won't reflect the changes; only requests triggered after the edits will incorporate them.

Feedback FAQs

Can employees submit nominations past the deadline?

The communicated closure date is not a hard deadline. Employees can submit nominations past this date.

Can employees add additional nominations after they've already submitted?

After an employee submits nominations, the in platform task will disappear but the employee can still submit further nominations using the link in their nominations email.

When should nominations take place?

We recommend scheduling the nominations to take place before the Step 2: Managers Review Requests stage of the cycle.

Can you change the nominations limit once the cycle has launched?

No you cannot change the limit but the limit only applies to how many users the employee can nominate themselves. Managers or administrators can still add as many reviewers for feedback as needed.

Can Managers request feedback past the deadline?

The communicated closure date is not a hard deadline. Managers can continue to request feedback, and employees can continue to complete feedback after this date.

Can Admin send a peer or upward feedback request on behalf of a Manager?

Once the Step 2: Managers Review Requests phase, begins in a cycle with peer and/or feedback enabled, both Managers and Admins can edit existing or send new feedback requests.

How can an Admin withdraw a scheduled feedback request or set up a new feedback request?

Feedback requests can be withdrawn in both a scheduled or sent state using the guidance below:

  1. Click on the Performance tab, then go to Admins: Performance Review Cycles

  2. Click on the cycle to open.

  3. Click on the Peer and Upward Feedback tab.

  4. Click on the user to view any scheduled requests.

  5. Click the 'X' to remove a scheduled request.

  6. To add a new reviewer, enter the name of the employee and click Schedule Requests

Can I re-add a reviewer that was previously removed?

Both Admins and the employees Manager have the option to manually re-select the same reviewer to provide feedback even if they were previously removed.

Do feedback reviewers have to be participants of the cycle?

No, feedback reviewers don't need to be added to the participants list in the cycle to give feedback about someone else. However, they must have an active user profile on the platform.

How can I view the percentage of peer versus upward feedback in the performance review cycle?

Download the export named 'Feedback' to receive a file sent to your email address. This file contains information about the feedback requested during the cycle, including a column indicating the feedback type (upward/peer). You can find more information about this export option here.


Manager Reviews

Managers assess their direct reports, reviewing past performance, and providing suggested areas for future growth. Performance Ratings produced from this type of Cycle can be used to inform decision-making in Compensation Reviews using our Compensation Planning Integration.

How it works:

  1. Admins create a set of questions for the manager review.

  2. Admins decide which questions can be shared back with direct reports once sharing is enabled.

  3. Admins set the launch and communicated closure dates for manager reviews. Similar to peer nominations and peer & upward feedback, the communicated closure date is not a hard deadline. Manager reviews can still continue after the communicated closure date.

Review acknowledgements

Optional when manager reviews is selected, you can enable employees the ability to mark a review as acknowledged once they’ve had their final review conversation with their manager.

How it works:

  1. When creating a cycle, Admins can select ‘Review Acknowledgement’ as a performance unit alongside Manager Reviews

  2. Later in the performance review cycle, once finalised performance reviews are shared out to employees, the ability for an employee to acknowledge their review will be made available

  3. Following the 1:1 conversation between manager and employee to discuss the performance review, employees will have the ability to mark their review as acknowledged and add any additional notes as required

A few things to note:

Manager Review must be included as a performance unit in the cycle in order to include Review Acknowledgements within the cycle.

  • The ability for an employee to acknowledge their review is only available once performance reviews have been shared with employees.

  • Cycle administrators will be able to view and track reviews that have been acknowledged


How to launch a cycle

Step 1: Choose your performance units

Name the cycle and select what performance units to include, choosing from:

  • peer feedback (with the option for limited/unlimited peer nominations to allow employees to nominate who will give them feedback when peer feedback is selected)

  • upward feedback (with the option for automatic requests for direct reports of the subject)

  • manager reviews (with the option of review acknowledgments enabled for the cycle)

Step 2: Add questions

What questions do you want to be included in the performance units you selected for your cycle? You'll add all question sets during this step. A few things to note:

  • Peer & upward feedback should have different question sets, one for peer feedback and another for upward feedback.

  • The peer feedback template is used if the manager wants to get feedback on how their direct reports are doing as an individual contributor outside of managing people. The upward feedback template is used if the manager wants to get feedback on how their direct reports are doing as a manager.

  • Admins can always edit the questions, but only while the cycle is in draft state or scheduled. Questions can no longer be edited once the unit goes live.

  • Only admins can edit the questions, managers cannot edit questions during any part of the review cycle.

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Add links:

To add links to your questions, follow the steps below;

  1. Select the word in the question where you want to insert a link.

  2. Click on the Link symbol.

  3. Enter the URL (web address).

  4. Press the Enter or Return key on your computer to save the link.

Note: When adding text links (hyperlinks) to SHAREPOINT articles/documents/files, be sure to check/test the link in Preview mode. We've been made aware that due to the unique way Sharepoint (and potentially other similar web-based platforms) generate their links, some of their characters/symbols may be interpreted as codes or emojis. This will likely render the link invalid and may result in an error when accessed

Step 3: Select which questions will be shareable

What answers and feedback responses do you want managers to be able to share with their direct reports once they have completed their reviews? Select those questions during this step that will be shared. Not sure which questions to share? Check out our guide. A few things to note:

  • You will still need to enable sharing, which you can do in the Admin settings once the cycle is in session or has closed.

  • Share settings are configurable for manager reviews, for peer, and for upward feedback individually.

  • Only the admin can select which questions can be shared and enable share settings for the cycle.

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Step 4: Add employees

Choose which users to include in the cycle.

When both peer and upward feedback are included in the cycle, you are selecting employees including managers to be reviewed. Employees will give feedback about their peers and managers. Managers will get upward feedback about themselves.

When only peer feedback is included in the cycle (and not upward feedback), you are selecting employees to request peer feedback about.

When only upward feedback is included in the cycle (and not peer feedback), you are selecting only employees with direct reports to request feedback about.

There are a few different options for adding employees that we explore below:

  1. Manager/Job-Title/Department filters: You can either select all employees or filter to select specific Departments/Managers/Job-titles . If for example, departments require different questions, this will give you the option of launching a performance review for one department and then creating another performance review to be launched to other departments in the same time period.

  2. Started Before filter: Use the started before filter to automatically add employees that started before a selected date.

  3. Employee Status filter: Select participants for the cycle based on their employee status. If the cycle is draft, we default the Employee Status to Active users. Learn more about this option here.

  4. Upload CSV: Upload a file containing one single column of employee emails with no column title, save the file as a CSV and upload. Any email in this file must already be attached to an active user profile.

Step 5: Schedule the cycle

In this final step, select a launch date and a communicated closure date for each of the performance units.

  1. Employee nominations

  2. Managers select people to ask for peer feedback and upward feedback

    • If automatic requests are included for upward feedback, managers can review requests at this point

    • If a peer nomination limit is specified, a nomination approval date and time can be set to automatically approve nominations that managers have not yet reviewed

  3. Completion of feedback

  4. Manager reviews

We recommend scheduling these events in a sequence, where the previous step ends one day before the next step starts, to create a streamlined and intuitive process for participants, as visualized above below. Sequenced scheduling reduces process anxiety and creates clear timeline expectations. Nominations have been submitted when managers go to request feedback, and all requests have been submitted when reviewers are first requested to provide feedback.

Approving nominations (optional)

Want to streamline the peer feedback requests in your performance cycle? You can set it up to automatically approve and request feedback from reviewers nominated by employees. This is perfect for when managers can't review nominations themselves.

But wait, there's a catch! Since this creates a situation where an employee’s nominations are not duly reviewed by their manager before the feedback request is sent, this option is only available if you've set a Nomination Limit for the cycle. This prevents a flood of unreviewed nominations being sent through.

To set this up:

  1. Make sure you've set a nomination limit in the cycles Settings.

  2. Choose Peer Feedback with Employee Nominations and set a numbered limit. Note that the No Limit option will not work.

  3. Pick a date and time for the Approve nominations (optional) setting under the Managers review requests section

Remember, this is optional. If you don't want automatic approval, you can leave it blank. And if you change your mind, just hit Reset in the date picker.

Keep in mind:

  • Upward feedback nominations aren't included in this bulk nomination approval step. They need to be approved separately by the manager's manager.

  • Alternatively you can automate upward feedback separately which automatically requests feedback from all the direct reports of a manager without the skip line manager having to request the feedback.

  • If any nominated peers have been approved manually before the auto approval date, we won't automatically approve any peer nominations for them. Basically, if a manager has already given the thumbs up manually, we won't jump in with auto-approval. We decided on this to respect the manager's preference. If they've already handled approvals themselves, we figure they might want to keep doing so.

  • Automatic approval won't happen if there's no valid link between an employee and a manager. In other words, the person doing the nominating needs to have an active manager assigned. If that link is missing or invalid, auto-approval won't kick in.

Choosing a nomination approval date

We suggest setting the approval date at the end of managers reviewing nominations (step 2) and just before peers provide feedback (step 3). This gives managers enough time to review requests before peers start giving feedback. After this date, any new or unapproved nominations will automatically go through.

If the approval date is set before the communicated closure for when managers finish reviewing nominations (step 2) but before peers provide feedback (step 3), any new or unapproved nominations will be scheduled for step 3. During this time, managers and admins can review the scheduled requests and remove any if needed.

Any new peer nomination requests made by an employee after the approval date will also be automatically sent to reviewers for feedback

Step 6: Review the cycle

The final step before you select “Create” is to review the Cycle Summary. This step includes all the information you provided during the previous steps in a simple and visual summary. You have the ability to view, preview and edit each step if you find something that needs tweaking after review.

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Note: An asterisk displayed alongside specific questions in the preview mode, signifies that these questions are not in bold format. Questions without an asterisk are already bolded.

💡 Tip: Send your managers and employees to this article that covers their performance review experience.


How to manage a cycle

As an admin or HR business partner, you have access to in-app dashboards for peer & upward feedback and manager reviews, as well as exports of all nominations, feedback, and manager review data.

From the in-app dashboards you're able to:

  • Track progress of feedback requested by managers and feedback completed by reviewers

  • Easily sort columns to understand how nominations and feedback requests are distributed across your employee population

  • Identify who hasn't yet submitted nominations, requested or completed feedback in order to follow up with them or their manager as the cycle progresses

Nominations submitted: view how many users the employee has nominated to provide peer/upward feedback.

Feedback requested: view the total number of peer/upward requests sent to other users to collect feedback on the employee. This number includes any feedback requests triggered by both a Manager and Performance Admin.

Feedback completed about employee: view the total number feedback provided based on the requests for the employee.

Note: You may notice that some users have a - symbol instead of a 0 displayed under these column headers. The - symbol will be shown for employees who aren't participants in the cycle but have been nominated to provide feedback.

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Search for individual employees to dig into their feedback requests, withdraw any pending requests, or request feedback on behalf of their manager. When you request peer or upward feedback on behalf of the manager, the Requested by field as seen by the reviewer will display the current manager’s name.

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Add collaborators

Both Performance Administrators and Managers can add a collaborator to a review once the scheduled Manager Review component has launched to help the manager with completing the review.

To add a collaborator:

  1. Go to Performance > Admin: Performance Review Cycles and select the current cycle.

  2. Click into the Manager Review tab within this cycle.

  3. Find the individual review you would like to add a collaborator to > click the Three Dots Icon and select Manage Collaborators.

  4. Here, you can view current collaborators and search for new users to add.

  5. Finally, click Update Collaborators to save your changes.

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In order for collaborator notes to be visible to the manager and admin, the collaborator must select Share Comments at the bottom of the review form

Once new collaborators are added:

  1. They will receive notifications via email and in their Culture Amp platform tasks list.

  2. A collaboration request will appear as a task in the Your Overview section of their homepage, displaying the number of pending collaboration tasks and their completion progress.

During the live cycle:

  1. Collaborators can action these tasks and review completed ones.

  2. They can access the manager's review and comment on each question. However, these comments are only visible to the employee's manager.

  3. In the Employee Profile view, they can see sections based on their permissions, such as goals the employee has made visible to them, and any continuous or peer feedback they've provided for that employee.

Important limitations for collaborators:

  1. They cannot directly view or comment on the employee's self-reflections.

  2. Collaborators do not gain additional access to view the full employee profile unless they are the employee's manager.

Important notes:

  1. Both Managers and Performance Administrators retain the ability to add or remove collaborators until the cycle ends. Removed collaborators' comments persist, but their review access is revoked.

  2. Collaborator notes remain visible to the collaborator, manager, applicable skip-level managers, and Performance Administrators. Employees won't see these comments.

  3. Adding collaborators to a performance review without an assigned manager, such as a CEO, isn't currently supported.

  4. Collaborator comments become visible to Managers, Perform HRBPs, or Administrators only when the collaborator clicks the Share Comments button at the page's bottom. While comments are autosaved as typed, they remain private to the collaborator until they click the button to finalize and share them.

Collaborators Feedback Profile View:

Collaborators Goal Profile View:

Employee Preview

Both Managers and Performance Admin can use the Employee Preview mode within Manager Reviews to facilitate discussions with their direct reports by sharing their screen.

The Employee Preview option opens a new page (typically a new tab in most browsers) specifically showcasing responses that can be shared with a direct report.

This profile view:

  • Shows only the responses intended for sharing and omits those not configured to be shared.

  • Remains accessible for both incomplete and completed manager reviews.

  • Cannot be accessed by direct reports; the URL is restricted from their access.

  • Is accessible to both Managers and HR Administrators.

Note: If you choose to share the Performance Rating question, it won't appear in the Employee Preview. We hide it intentionally in this view because calibrations might change the rating. But don't worry, once the review is shared, the employee will see it.


How to enable sharing

Enabling manager review and feedback sharing involves three steps:

  1. Mark Questions as Shareable: During the draft phase of the cycle, choose the peer/upward feedback and manager review questions you want to share after collecting feedback.

  2. Activate Sharing: Once peer/upward feedback is collected and manager reviews are completed, activate sharing separately for each component from within the Admin view of the cycle by accessing the feedback and manager review tabs and clicking on Sharing Settings. Remember, this only enables the option for data to be shared; it doesn't automatically share anything with employees.

  3. Share Feedback: Once sharing is activated, share the feedback and manager review data. Performance Admins, Managers, and Perform HRBPs can do this either in bulk or individually.

Here's how to activate and share the data for each component at the Admin level:

Activate Feedback Sharing

  1. Go to the Admin view of the performance cycle.

  2. Click on the Feedback tab and select Sharing Settings.

  3. Click Turn On to enable.

Note: You may notice a yellow icon under the shared column of your cycle. This indicates that feedback has already been shared with the individual but there are still pending feedback requests. All of the users with the yellow icons are able to see the shared feedback and may receive more feedback if the pending feedback requests are answered by reviewers.

Activate sharing for Manager Reviews

  1. In the Admin cycle view, navigate to the Manager Review tab.

  2. Select Sharing Settings.

  3. Click Turn On to enable.

Sharing Feedback and Manager Reviews

Once sharing is turned on, Performance Admins, Managers, and Perform HRBPs can share peer and upward feedback, as well as manager review data. To share data on behalf of Managers, you can either share individually by clicking the Share button next to each employee or Share All Reviews at once using the bulk option.

If Review Acknowledgements are included, employees can acknowledge their reviews after sharing.

Disabling sharing

Just like enabling sharing, you can also turn it off for either the feedback or manager review sections. Just click on the Sharing Settings option from your Admin view of the cycle and select the Turn Off button. This will hide the sharing options, both for individual rows and in bulk, from managers and administrators.


How to close a cycle

Your communicated closure date does not automatically close the self-reflection or review cycle. After the due date has passed, employees will still have the ability to submit until you manually close the cycles.

Close both the self-reflection and performance cycles by visiting each and clicking Edit Cycle > Close Cycle. Once closed, all of the content will become read only and employees will no longer be able to submit or update their self-reflections or reviews.

Note: We recommend closing your cycles before using Performance Ratings in Compensation Reviews to avoid shifting data when making compensation changes.


Admin Settings

Admins have the ability to create and manage the configurable details of the performance review cycle at all stages of the cycle. The following configurations are possible when cycles are in draft, scheduled, live, and closed states:

Draft

  • Edit cycle

  • Duplicate cycle

  • Delete cycle

Scheduled

  • Download CSV

  • Edit name

  • Edit questions

  • Edit sharing

  • Manage users

  • Edit schedule

  • Duplicate cycle

  • Delete cycle

Live (in session)

  • Download CSV

  • Edit name

  • View questions

  • Manage sharing

  • Manage users

  • Edit schedule (communicated closure dates)

  • Duplicate cycle

  • Close cycle

  • Delete cycle

Closed Cycles

  • Download CSV

  • Edit name

  • View questions

  • Manage sharing

  • Duplicate cycle

  • Reopen cycle

  • Delete cycle


Notifications

What's the notification?

Who receives it?

When

Task List

Email

Participants nominate peers

employees included in cycle

launch date + time scheduled in cycle

🔔

📨

Managers select peer reviewers

managers of employees in cycle

launch date + time scheduled in cycle

🔔

📨

Reviewers complete feedback requested of them

selected reviewers

launch date + time scheduled in cycle

🔔

📨

Reminder for reviewers to complete feedback requested of them

selected reviewers

7 and 1 day prior to close date

📨

Managers review direct reports

managers of employees in cycle

launch date + time scheduled in cycle

🔔

📨

Reminder for manager to review direct reports

managers of employees in cycle

7, 3, 2, 1 day prior to close date

📨

Reviewers have completed feedback requested of them

managers of employees in cycle

batched email delivered following morning, real-time app notification

📨

Nominate Peers

Employees receive a notification to nominate peers for feedback.

Request Feedback

Managers receive a notification to select reviewers for their direct reports.

Review requests

Notification is received by managers of employees in a cycle that includes automated upward feedback requests.

Complete Feedback

Reviewers receive a notification to complete feedback.

Reviewers receive a reminder to complete feedback.

Managers receive a notification that feedback was provided about their direct reports.

Complete Manager Review

Managers receive a notification to complete the manager review for their direct reports.

Managers receive a reminder to complete the manager review for their direct reports.


FAQs

I created a test draft and had my direct report submit peer nominations. Where do I see these?

A manager can see the submitted peer nominations from a direct report when they go to review that employee. This can be done once the peer & upward feedback process launches. There is no notification or approval process before then.

A manager change has taken place mid cycle, will the review data carry over to the new manager?

If the previous Manager has entered data into a user's Manager Review, the new Manager responsible for the user's Manager Review will see any save or submitted data that was entered in by the previous Manager

I deactivated a user - why do I still see them in my cycle?

If a user is deactivated after submitting their Peer / Upward feedback as part of a PR cycle, the feedback will still persist in the cycle. They will be marked with a 'user deactivated' icon next to their row in the completed feedback view.


If a user is deactivated prior to completing feedback/review, although we remove them as a "participant" of a cycle, they are still maintained at the review level with a deactivated icon next to their name. This means that they still persist in the cycle with a deactivated icon next to their name and their manager assignment removed (this is so the manager can no longer see them in their view) and will also show when searching for them in the cycle view.

How do I remove a deactivated participant from my cycle?

To remove an inactive user from a Performance Review cycle:

  1. Edit the participants page

  2. Use the ‘Employee Status’ drop down menu and select ‘Deactivated’

  3. Untick the participant

  4. Save

How do I use the Participant selection filter?

The participant selection page for performance review cycles incorporates an Employee Status drop-down feature. Here's how it works:

  1. Draft Cycles:

    • When a cycle is in the draft stage, the Employee Status filter defaults to Active.

    • An Admin has the flexibility to modify this filter at any time.

  2. Live Cycles:

    • For live cycles, the filter defaults to All, which displays all active and deactivated users.

  3. View Order:

    • When All is selected, deactivated users appear at the bottom of the list.

    • Active users are listed alphabetically first, followed by deactivated users in alphabetical order.

    • Deactivated users may need to be loaded by clicking View More depending on the number of users and other applied filters.

  4. Select All Checkbox:

    • The Select All checkbox will choose or de-select users automatically that match the criteria set by the filter/s.

    • For instance, if All is selected in the filter, even deactivated users will be selected or deselected when using the Select All option.

    • This applies even if deactivated users are not visible until View More is clicked to load them.

I've updated my employee data - will this information update within my cycle?

This will depend on whether your cycle is Live or Closed.

  1. My Cycle is Live: Updates to the user file ( such as a change in manager) should flow through to the current cycle (regardless of whether the review is submitted or unsubmitted).

  2. My Cycle is Closed: Updates to the user file will not flow through automatically. The review will show which manager it was written by, but a change to a users manager means the new manager will now have access to review.

Help! An employee has accidentally declined the feedback request

Not to worry - if an an employee has accidentally declined a feedback request, you can re-requested by heading into their feedback page within the cycle, 'X-ing' out the declined request, and re-scheduling the feedback request.

Why are cycle Tasks still showing on the homepage?

Tasks will remain on the hompage until the task is complete OR the cycle is closed. If the cycle has not yet been closed, participants will still see those completed tasks on their homepage.

Are Development plan's available in the employee profile view within performance cycles?

Unfortunately development plans are not yet available in this view.


Resources

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