BambooHR Performance Review Cycle Plan and Question Set
Plan a fair review cycle with clear steps.
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Plan a performance review cycle. Company size and roles: [COMPANY_AND_ROLES]. Review frequency: [FREQUENCY]. Values or competencies: [COMPETENCIES]. What reviews are used for (development, pay, promotion): [USE_OF_REVIEWS]. Manager experience: [MANAGER_EXPERIENCE]. Present the timeline as a table with dates counted back from the end date. Write the self-assessment, manager assessment and optional peer input forms, with questions that ask for examples rather than labels, a rating scale with behaviour descriptions if ratings are used, a calibration meeting agenda, guidance for managers on evidence, bias and the conversation, a template for the review conversation, and a route for employees to respond and raise concerns. Include bias checks: compare ratings by team and group for patterns, with arithmetic and a caution about small groups. Mention that how reviews affect pay or dismissal has legal and fairness implications to confirm with HR [VERIFY]. The process should take managers less time than it saves in clarity. It is general HR practice help rather than legal advice, and employment and data rules vary by country, so flag the points for HR or a qualified adviser to confirm [VERIFY].
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