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Performance reviews let you structure periodic employee evaluations with goals, self-assessment, manager feedback and optionally 360°.

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Review cycles

Single annual moment (typical). Includes: previous year OKRs/goals, self-assessment, manager feedback, new goal setting.

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Review anatomy

1

Assigned template

HR creates the template (questions, rating scales). Clone templates or use predefined (Italian standard, MBO, OKR).
2

Employee self-assessment

The employee fills first: how they reached goals, strengths, improvement areas, aspirations.
3

Manager evaluation

Manager answers the same questions (or a dedicated set) before the 1:1.
4

Review 1:1

Structured conversation between employee and manager (typical 1h). Discuss responses, define new goals.
5

Finalisation

After 1:1, manager finalises: overall rating, possible raise/promotion/bonus decisions, development plan.
6

Signature

Employee electronically signs. Copy archived in personnel folder.

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Goals and tracking

During the year, goals defined in the review are tracked:
  • Progress % updated by employee
  • Manager comments
  • Alignment with company OKRs
  • Alert if a goal is at risk

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360° feedback

Optional — gathers feedback from:
  • Manager
  • Peers
  • Subordinates (if the employee manages a team)
  • Internal customers (other teams)
Feedback is anonymous or identified per policy.

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Ratings and calibration

5-point (1-5), 4-point (Does not meet / Partially meets / Meets / Exceeds), letters (A-B-C-D), descriptive.
Before finalising, HR can organise a calibration session between managers to align ratings (prevent one manager being systematically stricter).
Configurable: forced distribution (e.g. max 10% “Top”, 70% “Core”, 20% “Low”). Controversial — use with caution.

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Compensation integration

Ratings can be linked to decisions on:
  • Salary increases
  • Annual bonuses
  • Promotions
  • Training plans
Arya helps propose but doesn’t decide — it stays a human decision.

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Employee history

Every employee accumulates review history:
  • Rating year by year
  • Achieved vs failed goals
  • Past development plans
  • Any PIPs (Performance Improvement Plans)

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Frequently asked questions

Yes, after 1:1 and finalisation. Transparency is integral to the process.
Special review at end of probation or during termination — structured exit interview.