HRMAGIX017Performance, progression and payAnnual Employee Performance Review Policy
The review cycle, who participates in an assessment, how ratings are calibrated, and how outcomes are recorded and communicated.
- Companies on HRMagix
- 120+
- Employees managed
- 9,000+
- Integrated modules
- 12
- Free trial, no card
- 14-day
Purpose
This policy sets out the review cycle, who participates in an assessment, how ratings are calibrated across managers, and how outcomes are recorded and communicated.
Calibration is the clause that distinguishes a working review policy from a ceremonial one. Without it, a rating means something different under each manager, and every downstream decision inherits that inconsistency.
Who it applies to
Employees eligible for review under the cycle the employer defines.
What you write into it
Progression policies fail on process rather than principle. The template provides the cycle and the sequence; the criteria, the weightings and who decides are the parts that make it yours.
- The review cycle and its dates
- Who contributes to an assessment, self, manager, peers, skip-level
- How ratings are calibrated across managers and teams
- How the outcome is recorded, communicated and appealed
What HRMagix records
A progression decision that cannot be evidenced is difficult to defend later. These are the records that support it.
- OKRs and KRAs carry live progress through the period, so a review references the quarter rather than a recollection of it
- The 9-box talent matrix and calibration views read the same underlying data
Where the rules themselves live
No cycle, rating scale or eligibility period appears above. Those are the employer's criteria, and restating them here would create a second version to keep in step with the approved one. Read HRMAGIX017 in full.