Turn a performance review into a development task
Connect a submitted review finding to a specific practice task, owner and follow-up check.
Turn a performance review into a development task
Connect a submitted review finding to a specific practice task, owner and follow-up check.
Before you start: Have the employee’s correct review cycle, agreed criteria and work examples. Use a supported rating basis and the assigned assessor’s normal permissions.
Steps
1. Open Pulse → My Journey → Appraisals → Manager Review and identify the exact employee and cycle. Check the assessment window and current submission state.
2. If the assessment is already Submitted, use View submitted assessment and skip step 3. Otherwise, for an unfinished assessment in an Open window, choose Assess direct report and check the employee and cycle again.
3. Enter the agreed Rating (1–5) and complete Evidence and comments. Explain the finding using the work and criteria; do not invent a conversion from an unrelated weighted score. Read the finality warning, then select Submit assessment once only when the whole assessment is correct.
4. Reopen View submitted assessment and compare the retained rating and full comment. Keep any missing self review or final People release separate from this manager submission.
5. Agree one development action with the employee: the task to practise, the material or demonstration they need, what a successful output contains, who will review it and when. A vague instruction to “improve communication” is not enough to guide practice.
6. Open the intended Board and check for an existing task for this development action. If it exists, inspect it without resetting progress and skip step 7 to continue with the review in step 8. Otherwise use the top + (Create New) → New Task, choose the Board and enter a clear title and description with the agreed practice and completion criteria.
7. Select the actual assignee and agreed Due Date, confirm the calendar with OK, then select Create Task. Reopen the saved task and check its brief, assignee and date. Keep sensitive assessment details in their appropriate restricted location rather than a broadly visible task title.
8. After the employee produces the work, the reviewer checks it against the agreed criteria and records specific feedback through the task’s Comments. Update the task’s status only for work actually completed. A Done task coordinates follow-through; the actual output supports the skill conclusion.
Expected result
The review’s development finding has an actionable task and a defined follow-up, rather than ending at a submitted score.
Common pitfalls
- A course can support practice, but completion alone is not proof the development goal has been achieved.
- Do not change a cycle-wide assessment window or exclude someone just to make a missing review appear complete.
- A comment does not automatically create a goal, task or learning assignment. Check the actual record you intend to use.
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