Performance And Development

Performance and Development covers performance reviews, targets, training, skills, rewards, and succession planning. It helps managers connect employee goals, development actions, and recognition to measurable performance.

Workspace Reference

Workspace	How Users Reach It	Main Actions
Talent And Benefits Setup	HR -> Setup -> Talent And Benefits Setup	Configure performance cycles, target categories, target cycles, target definitions, and training programs.
Performance And Development	HR -> Operations -> Performance And Development	Use New Review, add targets, training, skills, rewards, and succession records where enabled.
Employee Management	HR -> Operations -> Employee Management	Review employee-specific targets, performance reviews, training, skills, and rewards from the employee detail.

Setup Dependencies

Before performance operations begin, administrators should configure:

• Performance cycles.
• Target categories.
• Target cycles.
• Target definitions.
• Training programs.

Good setup makes reviews consistent and prevents teams from measuring different employees using unrelated criteria.

Performance Cycles

A performance cycle defines the review period and status. Common statuses include draft, active/open, closed, completed, or archived depending on the workflow in use.

Create cycles before collecting reviews or targets. Do not close a cycle until reviews and target updates have been completed.

Performance Reviews

Performance reviews capture employee, reviewer, cycle, review details, ratings, comments, and final result where applicable.

Managers should review evidence, target achievement, attendance, training, disciplinary records, and previous feedback before finalising a review.

Important review fields include:

Field	Meaning	User Impact
Employee	Person being reviewed.	Links the review to employee history and development plans.
Reviewer	Manager or evaluator responsible for the review.	Creates accountability for review comments and score.
Performance Cycle	Review period and cycle status.	Prevents reviews from being recorded against the wrong period.
Rating Or Result	Overall score, grade, or outcome.	May influence rewards, training, promotion, succession, or performance plans.
Comments And Evidence	Narrative support for the rating.	Prevents unsupported scores and improves audit quality.

Targets

Targets allow the organisation to define measurable expectations. Target setup can include category, cycle, unit label, metric source, aggregation method, and direction such as higher-is-better or lower-is-better.

Target operations track employee progress against those definitions.

Training

Training programs define available learning activities. Employee training records track enrollment, progress, completion, and updates.

Use training records to close skills gaps identified during reviews, probation, succession planning, or manager feedback.

Skills

Employee skills record competencies, experience, certifications, or capability areas relevant to the employee’s role. Keep skills current where they affect assignments, promotions, succession, or training plans.

Rewards

Rewards recognise achievement. Reward types may include monetary rewards, certificates, promotion nominations, time off, gifts, public recognition, or other recognition.

Where a reward has a monetary value, review approval and payroll implications before payment.

Succession

Succession planning identifies potential successors for key roles and tracks readiness. Use it with performance, training, and skills information to support workforce continuity.

Common Mistakes

• Starting reviews before the performance cycle is active.
• Creating targets without clear measurement direction.
• Recording ratings without supporting comments or evidence.
• Treating training enrollment as completion.
• Giving monetary rewards without checking payroll or approval implications.
• Updating performance outcomes after the cycle has closed without proper control.

Good Practice

Use performance records as a management tool, not only a score sheet. Tie reviews to targets, training, skills, rewards, and succession decisions so the employee record tells a coherent development story.