The cycle
- Goal setting in the first month of the year — three to five goals, each measurable
- Mid-year check-in with a written note, not a rating
- Self-review, then manager review, then calibration across the department
- Rating conversation with the employee, documented and acknowledged
- Development plan for the next cycle, including any PIP
Keep the rating scale honest
| Rating | Meaning | Typical spread |
|---|---|---|
| Outstanding | Consistently beyond the role's expectations | 5–10% |
| Exceeds | Delivered more than the goals set | 20–25% |
| Meets | Delivered the goals set | 55–60% |
| Partially meets | Gaps with a clear improvement path | 5–10% |
| Below | Sustained shortfall; formal plan required | 0–5% |
What derails reviews
- Goals written in June for a year that started in April
- No calibration, so ratings mean different things per manager
- Rating linked to increment before the conversation happens
- No record of the conversation when a dispute arises later
This resource is shared for general guidance. Rules, rates and due dates change and vary by state and establishment — confirm the current position with your advisor before acting on it.
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