We run two review cycles per year: mid-year (July) and annual (January). The annual review informs compensation adjustments. The mid-year review is developmental—no comp decisions are made.
Timeline
| Month | What happens |
|---|
| December | Self-assessment opens |
| January (week 1) | Peer feedback collection |
| January (week 2-3) | Manager writes reviews |
| January (week 4) | Review conversations |
| February | Comp adjustments communicated |
Self-assessment
You’ll fill out a self-assessment in the HR portal. Questions cover:
- Key accomplishments from the period
- Areas where you grew
- Areas you want to develop
- Anything your manager should know
Be specific. Vague answers make the manager’s job harder and often result in weaker feedback.
Peer feedback
You’ll nominate 3-5 peers. Your manager may add or adjust the list. Peer feedback is confidential—reviewers are not identified in your review.
Give honest, specific feedback when you’re a reviewer. “Great to work with” helps no one.
The review conversation
Your manager will share your written review before the meeting. Read it in advance. Come with questions and reactions.
The conversation should cover: what went well, what to work on, and what success looks like in the next period.
Ratings
We use a five-point scale:
| Rating | Meaning |
|---|
| 5 — Exceptional | Consistently exceeded expectations, had outsized impact |
| 4 — Strong | Met and often exceeded expectations |
| 3 — Meets expectations | Solid, reliable performance |
| 2 — Developing | Some gaps; an improvement plan may follow |
| 1 — Not meeting expectations | Significant performance concerns |
Questions
Contact your HR business partner or post in #people-help on Slack. Last modified on June 5, 2026
