Performance Review FAQs

Review Periods

1. What happens if an employee does not finish a performance review before a new review period starts?
   Regardless of whether an employee has started a self-review or a manager has started the employee review, if the next review period begins before the first review is completed, the first review is marked as incomplete and the review for the new period becomes available.
   This is the same for annual, biannual, quarterly, and probationary reviews.

2. What happens if an employee does not finish a probationary review before the regular review period starts?
   The probationary period is treated just like any other review period and regardless of whether an employee has started a self-review or a manager has started the employee review, if the next review period begins before the probationary review is completed, the probationary review is marked as incomplete and the review for the new period becomes available.

3. When does a review period start?
   A performance review period starts a set number of days before the review is due. This applies for both reviews based on hire date and reviews based on a set date. The number of days is specified in the Days Before Due Date field in the review settings.
   When a review period starts, the review becomes available on the employee’s to-do list and the manager’s dashboard.
   
   

4. There are a lot of days and dates to keep straight, can you give me an example?

Example 1, Biannual Review Based on Hire Date:

Example 2, Annual Review Based on Set Date:

Example 3, Biannual Review Based on Set Date + Probationary Review:

Settings and Assignments

1. What happens if a performance review has been assigned and the employee role changes?
   When an employee who has a review assigned changes roles, what happens depends on whether or not the review has been started:
   If an employee starts a self-review or a manager starts an employee review and the employee’s role is then changed, we will mark the assignment as incomplete and give the employee a new assignment based on their new role.
   If the employee did not start the self-review or the manager did not start the employee review and an employee’s role is changed, we will delete the old assignment and give the employee the new assignment based on their new role.

2. What happens when an employee moves locations?
   Whether an employee starts a self-review or a manager starts an employee review, if an employee moves to a new location, their performance review schedule will be reset to that of the new location. And the history will be removed for any previous performance reviews. (CrunchTime! TalentLink can enable the history on a per request basis through Client Services.)

3. What happens when a deactivated employee is reactivated?
   If a deactivated employee is activated, the employee receives a new assignment based on their role.
   If the employee is activated in the same location, their performance review history will be maintained. If the employee is activated in a new location, all previous performance review history will be removed. (CrunchTime! TalentLink can enable the history on a per request basis through Client Services).

4. What happens when employees are consolidated?
   When one employee ID has completed a performance review and needs to be consolidated with another employee ID, the source employee ID will maintain their performance review history and the target employee ID will keep their performance review history. (in other words, there is no consolidating performance review history).

Templates

1. What happens to assigned reviews when a template changes?
   If an employee has started a self-review OR a manager has started an employee review, and a change is made to the template, the employee keeps the review that had been started.
   If an employee has not started the self-review and the manager has not started the employee review, then any change to the template or assignments will be available in the review.