Each year, there are two performance review cycles: the Semi-Annual and Annual Performance Review. Each review cycle uses your goals documented in Dayforce as benchmarks to evaluate your job performance.
Note that this is a two-way conversation: your performance review is also an opportunity for you to discuss what support you need in your job as well as your professional development journey long-term. To learn more, check out this video on our Talent Evolution approach to performance reviews.
The Schedule
Each performance review cycle is approximately one month long and consists of a few different stages:
1. Self-Reviews (First two weeks)
During Self-Reviews, you review the goals previously set in Dayforce and write down your reflections on how your work measured up to this goal, noting highlights, areas of support needed, or reasons for deviating from this goal.
2. Manager Reviews (Middle two weeks)
Managers also go in to review previously-documented goals and leave their feedback on the same areas noted above. If the employee has completed their Self-Review, the manager can review it at this stage and incorporate that information into their feedback.
3. Performance Feedback Conversation & Sign-Off (Final two weeks)
Once both the employee and the manager have left feedback in Dayforce, they are to sit down to a formal performance conversation together to discuss both sets of feedback, any discrepancies, and goals for the next cycle.
Important: Please note that each stage closes in Dayforce after these windows and cannot be re-opened.
Performance Rating
During the Semi-Annual performance review cycle, you will evaluate your progress towards these goals as On Course or Off Course relative to whether you will achieve them throughout the year.
During the Annual performance review cycle, you will evaluate whether or not you did, in fact, achieve the document goals in the preceding year.