Automated Employee Performance Review Cycle
Build a system that manages the complete performance review cycle: self-assessments, peer feedback, manager reviews, calibration, and goal setting.
Standardize and automate the performance review process to ensure consistency, reduce HR overhead, and improve review quality.
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Prompt objective
Standardize and automate the performance review process to ensure consistency, reduce HR overhead, and improve review quality.
Real use case
A 300-person company runs bi-annual reviews. HR spends 6 weeks managing the process, chasing submissions, and compiling data. Reviews are inconsistent across managers.
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Prompt
Act as an HR systems specialist. Design an automated performance review cycle system for [COMPANY NAME] with [NUMBER] employees. **Context:** - Review cycle: [BI-ANNUAL/QUARTERLY/ANNUAL] - Review type: [SELF + MANAGER/360-DEGREE/OKR-BASED] - Rating scale: [1-5/EXPECTATIONS-BASED/OTHER] - HR team size: [NUMBER] - Review completion target: [PERCENTAGE]% within [WEEKS] weeks **Deliverables (numbered):** 1. Cycle timeline: complete schedule with phases (launch, self-assessment, peer feedback, manager review, calibration, 1-on-1 meetings, goal setting) with dates and deadlines 2. Self-assessment template: structured questions covering achievements, challenges, skill development, and goals for next period; with character limits and required fields 3. Peer feedback collection: automated peer selection ([NUMBER] peers per employee based on collaboration data), anonymous feedback form, reminder sequence for non-respondents 4. Manager review workflow: pre-populated with self-assessment, peer feedback, and performance data; structured rating form with evidence requirements; calibration session preparation 5. Calibration process: grouping employees by level and department, distribution guidelines, outlier identification, and calibration meeting agenda 6. Review delivery: manager 1-on-1 meeting guide, employee review summary document, development plan template, and goal-setting framework for next period 7. Analytics: completion rates by department, rating distribution, correlation between peer and manager ratings, and historical trend analysis **Constraints:** - Must handle employees who joined mid-cycle (pro-rated reviews) - Must support different review templates by role level (IC vs. manager) - Must maintain confidentiality and access controls throughout the process
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- 1Replace the key placeholders first: COMPANY NAME, NUMBER, BI-ANNUAL/QUARTERLY/ANNUAL, SELF + MANAGER/360-DEGREE/OKR-BASED.
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