Performance

The Performance area covers self-assessments (your view of your own work) and upward assessments (your feedback on your manager). Both use performance dimensions and rating scales defined by your organization.

Self-Assessments

Self-assessment is your chance to reflect on your performance over a period and rate yourself on defined dimensions.

When self-assessments are available

• Your org opens an assessment cycle (e.g. quarterly or annual).
• You may receive a request from your manager or the system to complete a self-assessment.
• You'll see the task in your Dashboard or under Performance.

How to complete a self-assessment

1. Open Performance → Self-assessment or the linked request.
2. Period — Confirm the period being assessed.
3. Dimensions — For each dimension (e.g. "Technical execution," "Collaboration," "Growth"), read the description and choose a rating from your org's scale.
4. Comments — Optionally add a short comment per dimension or an overall summary.
5. Submit — Once submitted, your manager can see it and use it in their evaluation and conversation.

Tip: Be specific in comments. Refer to projects, outcomes, or feedback you received so your manager has context.

Upward Assessments (Evaluate Your Manager)

Upward assessment lets you give structured feedback on your manager. It's usually anonymous and used for their development and calibration.

When upward assessments are available

• The same or a separate cycle may include upward assessments.
• You'll see a request or link like Assess your manager or Upward feedback if you have a manager in the system.

How to complete an upward assessment

1. Open Performance → Upward assessment or the request.
2. Dimensions — Rate your manager on the dimensions your org uses (e.g. "Support," "Clarity," "Feedback").
3. Ratings — Use the same scale as other performance assessments (see below).
4. Comments — Add optional written feedback. This is often the most valuable part.
5. Submit — Submit when ready. Anonymity depends on org settings.

Your feedback helps your manager improve and may be aggregated with other reports' feedback.

Performance Dimensions

Dimensions are the criteria your organization uses to evaluate performance. They might include:

• Technical / delivery — Quality of work, execution, technical decisions.
• Collaboration — Working with others, communication, teamwork.
• Growth / learning — Learning new skills, applying feedback, development.
• Leadership / impact — Influence, mentoring, ownership (for senior roles).

You'll see the exact dimensions and descriptions in the assessment form. Use them to frame your self-assessment and upward feedback.

Rating Scales

Your org defines the rating scale (e.g. 1-5, or labels like "Does not meet / Meets / Exceeds"). Typical patterns:

Scale type	Example labels
Numeric	1 - 5, with 3 as "Meets expectations"
Labels	Does not meet / Partially meets / Meets / Exceeds / Outstanding
Frequency	Rarely / Sometimes / Usually / Always

Read the scale definition for each dimension so you rate consistently. If in doubt, "Meets expectations" is a solid baseline; use higher ratings when you have clear evidence.

After Submitting

• Self-assessment — Your manager uses it in their review and in your performance conversation.
• Upward assessment — Typically aggregated and shared with your manager (and sometimes their manager) in a way that protects anonymity.

You usually cannot edit after submit; complete when you're ready.

Tip: Do both self-assessment and upward assessment during the window. They're most useful when everyone participates.

360 Review Cycles

Your organization may run 360 review cycles — structured multi-perspective reviews that combine self, supervisor, peer, and upward assessments into one coordinated cycle.

How cycles appear for you

When a cycle is active and you're a participant, you'll see a "Review Cycles" section at the top of your Performance page showing:

• The cycle name and deadline.
• Your pending assignments — which assessments you need to complete (self, peer, upward).
• Quick action buttons to start or continue each assessment.

Peer Nominations

If peer review is enabled for the cycle, you may be able to nominate peers — colleagues you'd like feedback from:

1. Click Nominate Peers on the cycle card.
2. Search for colleagues by name.
3. Submit your nominations. They go to an admin or your manager for approval.
4. Once approved, the nominated peer receives an assignment to review you.

You can withdraw a pending nomination before it's approved.

Completing Peer Reviews

If someone nominated you and it was approved, you'll see a peer review assignment in your pending assignments. Complete it like a self-assessment — rate the person on the defined peer dimensions and add optional notes.

Upward Assessments in Cycles

If upward assessment is enabled in the cycle, you'll see an assignment to evaluate your manager. This works the same as a standalone upward assessment.

Tip: Complete your assignments before the due dates shown on each one. The cycle admin and your manager can see your progress.