Sections

The most important step in creating a review cycle is selecting the sections that will be included, as these determine how an employee’s performance will be evaluated.

The questions module of the review cycle includes 5 categories:

  1. Objectives

  2. Competencies

  3. Open Questions.

  4. Summary

  5. Promotion & Training

All categories except the summary section are optional. The Performance Administrator can choose which ones to include to create an effective review cycle and accurately evaluate the reviewee.

The Questions module for the review cycle with its various form sections.

Objectives

Objectives are the defined goals in an organization that drive business growth and target achievement. They are set for specific periods, which may vary between review cycles.

Objectives help evaluate an employee’s performance by measuring progress on goals, achievements, and contributions to the organization’s growth.

Objectives Touchpoints

  1. Section Title & Description (Optional)

    • Provide a title and description for the Objectives section.

  2. Response Type

    • Options: Open text, rating, or both.

    • If ratings are enabled, you can configure:

      • Rating Scale Settings: Define the numerical range (e.g., 0–5).

      • Number of Steps Between Values: Set grading increments (e.g., 1 step, 2 steps).

      • Add Labels: Assign labels and descriptions to each rating.

      • Auto-Calculate Ratings: Automatically calculate ratings based on objective progress.

  3. Required Toggle: Decide whether this question is mandatory or optional.

  4. Objective Period

    • Define the timeframe for objectives included in the review cycle.

    • Start and end dates can be customised to include objectives set before the review cycle.

  5. Edit Objectives Last Date

    • Set the deadline for users to edit or check in their objectives.

    • Options: Until review start date or until self-review submission date.

  6. Objectives Reviewers

    • Select who can review objectives: Manager, Self, and/or Peers.

  7. Visibility Settings

    • Control who can view objectives, comments, and ratings & when: Reviewee, Manager, Additional Reviewer, Skip-Level Manager, or Above-Level Manager.

Competencies

Competencies reflect an employee’s work attitude, willingness to take responsibility, problem-solving ability, and overall behaviour within the organization.

Competencies Touchpoints

  1. Section Title & Description (Optional)

    • Provide a title and description for the Competencies section.

  2. Response Type

    • Options: Open text, rating, or both.

    • If ratings are enabled, you can configure:

      • Rating Scale Settings: Define the numerical range (e.g., 0–5).

      • Number of Steps Between Values: Set grading increments (e.g., 1 step, 2 steps).

      • Add Labels: Assign labels and descriptions to each rating.

  3. Required Toggle: Decide whether this question is mandatory or optional.

  4. Competency Reviewers

    • Select who can review competencies: Manager, Self, and/or Peers.

  5. Visibility Settings

    • Control who can view the competency comments and ratings & when: Reviewee, Manager, Additional Reviewer, Skip-Level Manager, or Above-Level Manager.

Open Questions

Open Questions allow the Performance Administrator to include subjective questions in the review cycle, enabling a more nuanced evaluation of the reviewee. Each question can have specific rules, such as whether it requires a rating or simply captures the reviewer’s viewpoint.

Open Questions Touchpoints

Open questions are highly configurable, and each question follows the same structure. The touchpoints include:

  1. Overall Section Title & Description (Optional)

    • You can provide a title and description for the entire Open Questions section in the review.

  2. Settings for Each Question For every open question added, you can configure:

    • Question: The text of the question.

    • Description (Optional): Additional context or guidance for the reviewer.

    • Response Type: Open text, rating, or both.

    • Response Required: Decide whether answering is mandatory or optional.

    • Open Question Reviewers: Select who can review the question (Manager, Self, Peer).

    • Question Visibility: Define who can view the responses (default or custom visibility settings).

These settings repeat for every open question you add to the review cycle.

Summary

The Summary section consolidates feedback and ratings into a final overview of the employee’s performance. It typically includes a closing reflection question and, if enabled, a final rating. This section helps create a concise appraisal outcome that supports promotion, growth, or development decisions.

Summary Touchpoints

  1. Section Title & Description (Optional)

    • Provide a title and description for the Summary section.

  2. Enable Final Rating (Yes/No)

    • Decide whether the review cycle should include a final rating alongside summary comments.

  3. Summary Question

    • Define a closing question for reviewers (e.g., “How did the employee perform overall?”).

  4. Summary Question & Final Rating Respondents

    • Choose who will provide the summary response and rating: Self, Manager, Peer (any combination).

  5. Rating Scale (if enabled)

    • Configure a numerical range (e.g., 0–5) along with the relevant labels.

    • You can also choose to enable the System Rating, which acts as a reference point for the Manager, Performance Administrator, and Calibration Committee to validate whether the manager’s final rating is fair.

  6. Visibility Settings

    • Control who can see the summary response and rating & when: Reviewee, Manager, Additional Reviewer, Skip-Level Manager, and Above-Level Manager.

Promotion & Training

The Promotion section helps managers formally recommend employees for role advancement. It ensures promotion decisions are documented, transparent, and supported with justification when required.

Note: Only the direct manager can answer the promotion question.

Promotion Touchpoints

  1. Promotion Question

    • The promotion recommendation question (e.g., “Do you recommend {employee name} for promotion?”).

  2. Promotion Justification (Conditional)

    • If the promotion recommendation is Yes, then we can also enable promotion justification question(s).

  3. Visibility Settings

    • Control who can see the promotion recommendation and justification: Reviewee, Skip-Level Manager, Above-Level Manager

The Training section is designed to identify skill gaps and development needs. It helps capture structured feedback on what training opportunities can support the employee’s growth and performance.

Training Touchpoints

  1. Training Question

    • Define the core training question (e.g., “What does the employee need to improve upon?”).

  2. Description (Optional)

    • Add context or guidance to the training question.

  3. Respondents

    • Choose who can answer the training question: Self, Manager, Additional Reviewer.

  4. Mandatory Toggle

    • Decide whether answering the training question is required or optional.

  5. Visibility Settings

    • Control who can view the training recommendations: Reviewee, Manager, Skip-Level Manager, and Above-Level Manager.

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