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Performance management covers three separate workflows that share the same employee record rather than one generic review form.

Review cycles, the recurring evaluation everyone thinks of first. When you create one, you choose a type:

• 360 feedback: self, manager, peer, and direct-report ratings all roll into one combined view. Best for real development conversations.
• Manager only: a lighter, faster check-in, just the manager scoring their direct report. Good for a quarterly cadence.
• Self-assessment: reflection only, no manager input, usually paired with a separate 1:1.
• Calibration: reviewers stack-rank participants against each other and debate it as a group, used for banding a team.

Whichever type you pick, everyone answers the same questions on a 1 to 5 scale, so results stay comparable. A cycle moves through draft, active, and completed, and you can nudge people who haven't submitted yet.

Probation review, specifically for new hires in their trial period, not general performance. It runs for a fixed window (30, 60, or 90 days) and ends in one of three recommendations: pass, extend, or fail. The interface describes confirming a pass as triggering compensation eligibility and benefits enrollment, but this isn't currently wired up behind the scenes, confirming updates the review's status only. Treat any compensation or benefits change as something you still need to action separately today.

PIP (Performance Improvement Plan), used when someone is genuinely underperforming, independent of whatever review cycle is running at the same time. A PIP has its own goals, scheduled check-ins, a defined duration, and one of three outcomes: improved, needs extension, or terminated. The employee has to acknowledge the PIP and can add their own self-reflection, so it isn't something done to them silently.

Who can do what:

• The org-wide performance hub is Admin and HR only.
• My Performance (personal reviews) is open to Employees, Managers, and HR, but not Admins, since Admins don't have personal reviews of their own.
• Team Performance is Admin, Manager, and HR.
• Creating a PIP is Admin/HR only, enforced on the server as well as in the interface. Managers get read-only visibility into their team's PIPs and probation reviews, they can view and add context but not create, edit, or delete.