AWRA Help Center

Open Human Resources → Overview → Performance Reviews. HR lands on the list of review cycles; a line manager lands on the reviews waiting for them. Employees find their own under the My Reviews self-service tab.

Setting Up A Cycle (HR)

1. Create a cycle with a name, the period it covers, and optional due dates for the self-review and for the manager's review.
2. Pick the rating scale: 1 to 3, 4, 5 or 10.
3. Optionally limit it to one department. Otherwise it covers everyone on probation or active.
4. List the goals everyone starts with, one per line. Add a weight after a bar, for example Quality of work | 2, to count a goal double.
5. Save. The cycle is a draft until you choose Open cycle.

Opening creates one review per employee in scope, each with the starting goals. People hired or moved into the department after that can be brought in with Add employees now in scope while the cycle is open.

Who Reviews Whom

• The reviewer is the employee's line manager, when the manager has an active login. Otherwise the review goes to the HR team. A manager is never asked to review themselves.
• A self-review is asked of employees who have a login that can open My Reviews. Anyone without one goes straight to their reviewer.
• HR can act as reviewer on any review and can hand a review to someone else, for example when a manager changes or leaves.

A line manager needs no HR permission to review their own team: being the review's reviewer is the check. Everyone involved is notified when a review is waiting for them.

Working Through A Review

Every review follows the same broad path, and the review page always shows whose turn it is.

• Goals. The reviewer can add, reword, reweight or remove goals on their own reviews. Once an employee has rated a goal it cannot be removed, only reworded, and a goal added after the self-review is marked as such because the employee never rated it.
• Self-review. The employee rates each goal, adds comments and a summary, and submits. Work is saved as they go; submitting needs every goal rated. When a self-review is holding a review up, the reviewer or HR can move it on without one, and the employee cannot add one afterwards.
• Reviewer's assessment. The reviewer rates each goal, gives an overall rating within the cycle's scale and a summary, then completes the review.
• Acknowledgement. The employee is notified, reads the review, and acknowledges it with an optional response of their own.

The reviewer's ratings are hidden from the employee until the review is complete. While the cycle is open, whoever an overdue step is waiting on is reminded, at most every three days per review.

Closing A Cycle

Closing a cycle locks it. Reviews that were finished stay as they are; reviews still in progress are marked Not completed. Nothing in a closed cycle can change afterwards, so chase outstanding reviews before you close.

Permissions

• Manage performance reviews — create, open and close cycles, add employees, act as reviewer on any review and reassign reviews.
• View performance reviews — read reviews, including the reviewer's ratings, without changing them.
• Review own performance — the employee's My Reviews tab, for their self-review and acknowledgement.
• Line managers — review the people assigned to them, with no review permission needed.

Common Mistakes

• Opening a cycle before managers are set on employee records, so every review lands with the HR team.
• Expecting a self-review from staff with no login. They go straight to the reviewer.
• Closing the cycle on the due date while reviews are still in progress. They are locked as not completed.
• Leaving out the due dates, which are what the overdue reminders are measured against.

Related

• Employee Management — departments and line managers, which decide who reviews whom.
• Employee Self-Service — My Reviews.
• HR Overview