Reporting¶

Everything in this section reports on records the reader is already allowed to read. There is no reporting view that widens access: a reviewer’s pivot table covers their own team, an officer’s covers their companies, and an employee has no reporting menu at all.

The reporting menu sits at Performance ‣ Reporting and is visible from the Reviewer access level up.

The cycle dashboard¶

Performance ‣ Cycles ‣ Cycle Dashboard opens a pivot and graph of reviews grouped by cycle and by status. It answers the question a cycle owner asks every morning: where is this wave stuck, and with whom.

Group it by Reviewer to find the manager with nine unstarted assessments, or by Department to see whether a whole area is behind.

Each cycle also reports on itself: Reviews and Completed smart buttons, a completion percentage in the cycle list, and a Reviews page listing every review with its employee, reviewers, due date, status and sign-off state.

Tracking completion¶

The review list itself is the tracking tool. The search view carries the filters that matter:

Filter	What it brings up
To Do by Me	Reviews waiting for something from you.
Open	Everything not yet closed or cancelled.
Late	Past the due date and not finished.
Waiting for Sign-off	Shared with the employee, still unsigned. The usual bottleneck of a cycle.
Disagreed	Signed off with a written disagreement. Read these; they are the most useful feedback the process produces about itself.
Past its Retention Date	Candidates for the purge.

Group by Cycle, Reviewer, Department, Status, Sign-off or Due Date. The Kanban view grouped by status gives the same picture as a board, and the calendar on the due date shows the shape of the coming fortnight.

Tip

Waiting for Sign-off combined with a group by reviewer is usually the most useful single view during a cycle. It separates “the manager has not written it” from “the employee has not read it”, which need completely different chasing.

Scores and rating analysis¶

Performance ‣ Reporting ‣ Ratings opens the confidential assessments as a list, graph and pivot: the proposed rating, the final rating, the self, manager and composite scores, the potential and the flight risk.

Use it for the questions a single review cannot answer:

Distribution. How many people ended at each level, per department and per reviewer. Set a Target Share (%) on your scale levels and you have something to compare against — advisory guidance, never enforced.
Reviewer effect. Two managers of comparable teams whose average ratings differ by a whole level are worth a conversation before the next calibration round, not after it.
Self versus manager. A large systematic gap between the self-assessment score and the manager score, in either direction, usually says something about how expectations are being communicated rather than about the people.
Calibration. The filter Calibrated shows where a final rating was moved away from what the reviewer proposed; each of those carries the written reason.

Important

This is the confidential side of the review. A reviewer sees only the assessments of the people they review; an officer sees their companies; the employee under review has no access to this data at all, here or anywhere else. See Confidentiality.

Development plans¶

Performance ‣ Reporting ‣ Development Plans lists every development action across every review, opening on the ones still open.

The two filters that earn their keep are Late — past its deadline and still planned or in progress — and Carried Over, which shows the actions that were agreed in an earlier review and are still not done. A list of actions carried over twice is the most honest measure of whether your review process changes anything.

Group by Type to see what your company actually commits to: if every plan in the company is Training, either you have solved coaching and stretch assignments or nobody is offering them.

The rest¶

Competency evolution — Performance ‣ Reporting ‣ Competency Evolution, a pivot of the gap by skill type, skill and cycle. See Competencies.
Objectives — the objective list has its own graph, pivot and calendar views, with progress as the measure and status, department and tag as the axes. See Objectives.
Sent reminders — every reminder mail is logged with its recipient and date, on the reminder that sent it. Useful when somebody says they were never told.
Retention — Performance ‣ Configuration ‣ Retention and Purge lists the reviews that have reached their retention date. See Confidentiality.

Who may see which report¶

View	Employee	Reviewer	HR officer
Completion analysis on reviews	Own reviews only	Their own team	Everything
Ratings and scores	No	Their own team	Everything
Development plans	Own actions, and the ones they own	Their own team	Everything
Competency evolution	No	Their own team	Everything
Objectives	Own, plus what visibility allows	Their team	Everything