Review your team

What this achieves

Reviewing your team means rating each of your reports for the period and writing the comments that explain it. Where a goal plan produced a score, it is offered as a suggestion — you decide the rating.

Required role: Administrator or Manager.

Steps

Go to Performance → Team Reviews.
Open the review for one of your reports.
Read the Employee self review, where the cycle makes it visible to you.
Under Goal review, set the Outcome and your rating for each goal.
Answer the Manager review questions.
Choose the Overall rating.
Write your Manager comments.
Select Submit review.

Once submitted, it is locked

You cannot edit a manager review after submitting it. The screen tells you before you submit.

Reviews also lock when the cycle moves on. If the cycle has advanced past the manager review phase, the screen says the cycle is in a later phase and reviews are locked — submitting late is not possible without the cycle being managed back.

The goal score is a suggestion, not a rating

Where the employee has a weighted goal plan, Humavera computes a score from it and converts that into a suggested rating. The screen says so plainly: this is a suggestion, not a rating, and you decide the rating.

The suggestion is arithmetic on recorded attainment. It does not know about the quarter someone spent covering a vacancy, or a target that stopped being the right target in March. That is what you are for.

Example: James Whitfield’s goal plan scores well and suggests a strong rating. Olivia Bennett knows two of those goals were superseded in-year, and rates accordingly.

You can see the breakdown behind the score — each goal, its weight, its attainment, and what it contributed — rather than being handed a number.

A partly-scored plan is a floor

If some goals have no achievement recorded, the score is marked as partly scored and flagged as a floor rather than a final result.

Read that literally. A partly-scored plan cannot go down as the missing goals are filled in; it can only rise. Treating a floor as a final figure understates the person.

Rating differently from the suggestion

If you rate differently from the suggested rating, you are asked why, and the prompt asks what your rating accounts for that the goal score does not.

Write it properly. The employee sees this note in their results, alongside the score and the suggestion — so it is an explanation to them, not an internal justification.

Example: Olivia Bennett’s note explaining that two goals were superseded is what James Whitfield reads when his results are released.

When no score is suggested

Some legal entities are configured to rate appraisals manually. Where that applies, no score is suggested and the screen says so — the employee’s goals and KPIs are still measured, but they do not drive the rating.

A secondary plan can also be present but not driving the appraisal, in which case it is shown as measured with no suggestion coming from it.

Reading the self review

Whether you can see the employee’s self review depends on a setting on the cycle. Where it is available, their overall self assessment and their self-rated goals appear alongside your own rating fields, so you rate with their account in front of you rather than from memory.

What happens next

Your submitted rating goes forward to calibration where the cycle uses it, and calibration can adjust it. Nothing you write is visible to the employee until the cycle is finalised, which releases results to everyone at once — and if the rating was changed at calibration, the employee sees that it was.