CASCADE HR
Quarterly Performance Review
The 'enable success' stage of the performance management framework is delivered through quarterly performance reviews.
Quarterly performance reviews provide an opportunity to reflect on achievements, recognise contribution, celebrate success, and identify opportunities for continued growth and improvement. They are intended to bring together the discussions, feedback, achievements, and progress recorded through regular one-to-one meetings to provide a formal summary of performance during the review period.
The performance management framework operates on a "no surprises" principle. Quarterly performance reviews should not introduce new information, concerns or feedback that have not previously been discussed with the colleague through regular one-to-one meetings.
When completing a quarterly performance review, managers should consider:
- Progress against agreed goals and priorities.
- Outcomes achieved during the review period.
- Feedback and discussions from regular one-to-one Meetings.
- Demonstration of expected behaviours and values
- Progress against development goals and learning activities.
The quarterly review periods are:
- Quarter 1 (Q1): April to June
- Quarter 2 (Q2): July to September
- Quarter 3 (Q3): October to December
- Quarter 4 (Q4): January to March
Quarterly performance reviews should be completed within 14 calendar days of the end of each quarter. For example, a Q1 review covering April to June should be completed and recorded within Cascade by 14 July.
Quarterly Performance Reviews should summarise the discussions that have taken place during regular one-to-one Meetings and should not be treated as a standalone quarterly appraisal.
Performance outcomes
Following each quarterly performance review, managers should record one of the following performance outcomes:
- Exceeding Expectations
- Meeting Expectations
- Below Expectations
Performance outcomes should reflect a colleague's overall contribution during the review period and be based on evidence gathered throughout the quarter rather than isolated examples or recent events.
Managers must provide a supporting narrative for all performance outcomes recorded within Cascade. The narrative should explain the rationale for the outcome awarded, reference progress against agreed goals and priorities, include relevant examples and evidence, and reflect discussions held throughout regular one-to-one meetings.