People: staff, HR and payroll3 min read

Reviews: running a fair, recorded performance conversation

A review nobody wrote down is a conversation one side will remember differently. The platform's review is a short form, a meeting, an agreed note and two signatures — enough to be fair, not enough to be bureaucracy.

By the end of this page

You will know how reviews are scheduled, what each side prepares, what the record holds, and how it connects to pay and to disciplinaries.

A review, start to finishDrag the slider

-30 daysfiled

The forms

Four questions each, editable in Settings › People › Review form. Keep them short; long forms get filled in the car park. Ratings are optional — a five-point scale if you want one, or none. What is not optional is the agreements: dated, specific, and they come back as reminders.

Fairness

Both sides prepare; both see the same screen; both sign; the employee can dissent in writing. Reviews are visible to the employee, their manager, and admins — not to peers. Past reviews are read-only; a correction is an addendum.

Pay

A review can propose a pay change but cannot make one. The proposal goes to an admin, who approves it onto the employment record with an effective date; payroll picks it up from that period. The review record shows the proposal and the decision separately.

Reviews are not disciplinaries. A problem that needs a warning goes through the disciplinary process, which has legal clocks a review does not. Raising a serious issue for the first time in a review is unfair to the employee and weak for you.

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The forms

Fairness

Pay

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