Performance reviews

How the review cycle works, what to expect, and how to prepare.

We run two review cycles per year: mid-year (July) and annual (January). The annual review informs compensation adjustments. The mid-year review is developmental—no comp decisions are made.

Timeline

Month	What happens
December	Self-assessment opens
January (week 1)	Peer feedback collection
January (week 2-3)	Manager writes reviews
January (week 4)	Review conversations
February	Comp adjustments communicated

Mid-year follows the same structure, compressed into two weeks in July.

Self-assessment

You’ll fill out a self-assessment in the HR portal. Questions cover:

• Key accomplishments from the period
• Areas where you grew
• Areas you want to develop
• Anything your manager should know

Be specific. Vague answers make the manager’s job harder and often result in weaker feedback.

Peer feedback

You’ll nominate 3-5 peers. Your manager may add or adjust the list. Peer feedback is confidential—reviewers are not identified in your review.

Give honest, specific feedback when you’re a reviewer. “Great to work with” helps no one.

The review conversation

Your manager will share your written review before the meeting. Read it in advance. Come with questions and reactions.

The conversation should cover: what went well, what to work on, and what success looks like in the next period.

Ratings

We use a five-point scale:

Rating	Meaning
5 — Exceptional	Consistently exceeded expectations, had outsized impact
4 — Strong	Met and often exceeded expectations
3 — Meets expectations	Solid, reliable performance
2 — Developing	Some gaps; an improvement plan may follow
1 — Not meeting expectations	Significant performance concerns

Most employees fall in the 3-4 range. A 3 is not a bad rating.

Questions

Contact your HR business partner or post in #people-help on Slack.