Practical guide
Philippines HR Performance-Cycle Calendar
Coordinate performance-cycle dates and evidence while managers retain feedback, ratings, and employment decisions.
Published
Table of contents
Scope and operating boundary
A cycle calendar names the review group, stage, source materials, due date, reviewer, employee communication, and current state. A reminder sent or meeting booked does not prove that a review was completed or approved.
A Philippines-based coordinator can maintain dates, collect submitted evidence, and flag a late or incomplete stage. The manager and HR owner decide feedback, ratings, extensions, confidentiality, and any employment action.
Workflow and evidence controls
Use separate dates for submission, review, and final acknowledgment. Keep a dated change record when a stage moves so the calendar explains what happened rather than only showing the latest deadline.
For a delayed review, record whether the missing item is the employee response, manager review, calibration, or acknowledgment. Each state has a different owner and should not be collapsed into “overdue,” which hides the next action.
Quality review and exceptions
Keep the calendar as a coordination record, not a performance record. Link to the approved evidence location and restrict sensitive comments; the manager and HR owner retain judgment over quality, ratings, and employment consequences.