> ## Documentation Index
> Fetch the complete documentation index at: https://docs.arya.so/llms.txt
> Use this file to discover all available pages before exploring further.

# Performance reviews

> Annual reviews, goals, 360° feedback.

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

## Review cycles

<Tabs>
  <Tab title="Annual">
    Single annual moment (typical). Includes: previous year OKRs/goals, self-assessment, manager feedback, new goal setting.
  </Tab>

  <Tab title="Semi-annual">
    Mid-year check-in + full review at year-end.
  </Tab>

  <Tab title="Quarterly / continuous">
    Less formal, more frequent. Short but regular conversations.
  </Tab>

  <Tab title="Probationary">
    At end of probation period (3-6 months per CCNL): confirmation or termination decision.
  </Tab>
</Tabs>

## Review anatomy

<Steps>
  <Step title="Assigned template">
    HR creates the template (questions, rating scales). Clone templates or use predefined (Italian standard, MBO, OKR).
  </Step>

  <Step title="Employee self-assessment">
    The employee fills first: how they reached goals, strengths, improvement areas, aspirations.
  </Step>

  <Step title="Manager evaluation">
    Manager answers the same questions (or a dedicated set) before the 1:1.
  </Step>

  <Step title="Review 1:1">
    Structured conversation between employee and manager (typical 1h). Discuss responses, define new goals.
  </Step>

  <Step title="Finalisation">
    After 1:1, manager finalises: overall rating, possible raise/promotion/bonus decisions, development plan.
  </Step>

  <Step title="Signature">
    Employee electronically signs. Copy archived in personnel folder.
  </Step>
</Steps>

## 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

## 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.

## Ratings and calibration

<AccordionGroup>
  <Accordion title="Rating scales">
    5-point (1-5), 4-point (Does not meet / Partially meets / Meets / Exceeds), letters (A-B-C-D), descriptive.
  </Accordion>

  <Accordion title="Calibration">
    Before finalising, HR can organise a **calibration session** between managers to align ratings (prevent one manager being systematically stricter).
  </Accordion>

  <Accordion title="Forced ranking">
    Configurable: forced distribution (e.g. max 10% "Top", 70% "Core", 20% "Low"). Controversial — use with caution.
  </Accordion>
</AccordionGroup>

## 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.

## Employee history

Every employee accumulates review history:

* Rating year by year
* Achieved vs failed goals
* Past development plans
* Any PIPs (Performance Improvement Plans)

## Frequently asked questions

<AccordionGroup>
  <Accordion title="Can the employee see the manager's review?">Yes, after 1:1 and finalisation. Transparency is integral to the process.</Accordion>
  <Accordion title="How do I handle a termination review?">Special review at end of probation or during termination — structured exit interview.</Accordion>
</AccordionGroup>