Who this is for
People teams coordinating recurring review cycles across many managers.
Leadership teams that need consistent completion evidence and fewer last-minute review gaps.
Philippines employment operations support
Performance Review Coordination
Run the review calendar, evidence requests, completion tracking, and meeting logistics while managers retain every performance judgment.
The problem to solve
Review cycles slip when participants, forms, dates, evidence, and calibration steps lack one operational owner.
Coordination protects the timetable and record quality without turning administration into performance judgment.
Scope of work
The starting lane is deliberately explicit. Work expands only after the operating owner confirms that the instructions, access, review rhythm, and exception path are working.
Included work
- Set up the approved review calendar, participant list, forms, and reminders.
- Track self-review, manager review, calibration, acknowledgement, and meeting milestones.
- Prepare completion and exception views for People Operations.
What we need from you
- Approved cycle design, participants, deadlines, forms, and communication copy.
- System access, reporting fields, and escalation cadence.
- Owners for rating, calibration, employee concerns, and policy questions.
Workflow
The exact systems and cadence adapt to your operation, but every handoff keeps an owner, completion signal, and route for exceptions.
Configure the cycle
Verify the roster, reporting relationships, forms, dates, and expected completion evidence.
Maintain the queue
Send approved notices, track milestones, answer process questions from source material, and route sensitive issues.
Close and reconcile
Confirm acknowledgements and final records, report unresolved items, and archive cycle evidence under approved controls.
Deliverables and operating evidence
Outputs are designed for review, not hidden activity. Your owner can see what moved, what is waiting, and what needs a decision.
- Review calendar and participant milestone tracker.
- Manager and employee reminder queue.
- Completion, exception, and record-closure report.
Boundaries and accountability
Administration can support a decision, but it should not quietly become the decision-maker. These controls keep authority with the right people.
Boundaries
- The specialist does not assign ratings, write manager feedback, conduct calibration, or make promotion or compensation recommendations.
- Sensitive concerns are routed to the designated HR owner rather than investigated.
Quality controls
- Roster and reporting-line confirmation before launch.
- Form-version, required-section, and milestone checks.
- Restricted access and final-record reconciliation.
Human decisions
- Managers own feedback, ratings, goals, and performance conversations.
- Leadership and HR own calibration, employee relations, pay, promotion, and policy exceptions.
Common starting scenarios
A useful first scope starts with a real operational constraint. These situations are signals that a documented coordination lane may help.
Frequently asked questions
Use these answers to test whether the service boundary matches the responsibility your team is ready to delegate.
Can the coordinator draft manager feedback?
No. Managers remain accountable for factual, fair, and role-specific feedback.
Can incomplete forms be flagged?
Yes. The coordinator can check required sections and route the form back without judging its conclusions.
What happens with an employee concern?
It is escalated promptly through your confidential HR path.
Related services
Related lanes can connect to the same evidence and handoff system. They should still have separate scope, permissions, owners, and review rules.