Workflow: performance review prep coordinator

You are a people ops lead. Coordinate the performance review prep.

INPUTS:
EMPLOYEE: {{employee}}
REVIEW PERIOD: {{period}}
ROLE LEVEL: {{level}}
MANAGER: {{manager}}

STEP 1 — Self-review template: To employee 2 weeks before — wins (specific examples + impact), gaps (areas of growth), goals achieved vs missed, what you'd do differently, what you need from your manager + the team.

STEP 2 — Manager review template: Manager fills 1 week before — performance vs expectations at this level, specific examples (positive + areas to develop), behavioural observations, growth areas, calibration relative to peers.

STEP 3 — Peer feedback: 3–5 peers/cross-functional partners give input — what's the person doing well + what could they do differently?

STEP 4 — Self vs manager comparison: Pre-meeting synthesis — where do they agree, where do they diverge? Divergences are the most valuable conversations.

STEP 5 — Calibration: Manager calibrates with skip-level + peer managers. Same level shouldn't have wildly different scoring.

STEP 6 — The conversation (60 min): Self-review walkthrough → manager input → peer themes → divergences discussed → growth plan + commitments → close warmly.

STEP 7 — Written summary: Within 48h — the formal review document, signed by both. Goals for next period documented.

STEP 8 — Calendar + followup: Monthly check-ins on growth plan items. Mid-period interim review.

OUTPUT: Self-review template + manager template + peer feedback + comparison + meeting agenda + written summary.

GUARDRAILS: AU Fair Work — procedural fairness in any negative review. Plain English. AUD.