In the Review Cycle, you can create a new cycle review with 3 (three) different cycle objectives, namely Performance, Competency, and Evaluation Review. Each review cycle requires arrangements related to the review period, the review method used, and when the review results will be published. The cycle that has been made up to its progress will be summarized in the Overview cycle chart, you can learn about it here.

In this guide, we will explain how to create a Performance Review cycle with the aim of evaluating employee performance. Here are the steps:

1. Log in to review.talenta.co.
2. Click the Review Cycle menu .
3. Click "Create New Cycle".
   
4. On the Create your cycle pop-up, select Performance review. Fill in the name of the cycle to be created. Try to make the cycle name complete and detailed as shown below. Then, click "Create".
   
   
5. Then, you will be redirected to the Create new cycle page. 
   
   Information:
   

   No.	Column/Button Names	Description
   1	Edit cycle name	Buttons to change the cycle name or change the purpose of the cycle: performance, competency, or evaluation.
   2	Duplicate from existing cycles	You can choose to duplicate the cycle setting from a cycle that has already been made by clicking "Yes" or "No".
   3	Who will be reviewed in this cycle?	Select the employee names that will be included in the assessment period by clicking "Select employees". Or, select all employees by clicking the "Select all employees" checkbox.
   4	Time frame for this cycle	Select the review time frame for the period the employee's performance will be assessed. Custom: Custom timeframe. Monthly: Monthly timeframe. Quarterly: The period of time per quarter. Half-yearly: Semester timeframe. Yearly: The period of time per year.
   5	Start cycle on	Fill in the start and end limits of the period to be assessed. The end date automatically follows the selected time frame category, except for the custom category.
   6	Review period	Enter the review value input period. The start date will be automatically selected H+1 from the “end date” time frame. Meanwhile, End Date Displays the deadline for input values ​​and can be extended if needed.
   7	Repeat cycle automatically after this cycle ends	If this information is enabled, the cycle will automatically repeat after the cycle ends.

6. Then, proceed to the next section on the Create review cycle page, which is a review method based on the job position. 
   
   Information:
   

   No.	Column/button name	Description
   1	Enable lock edit for review	Check to lock the edit review feature, so that the review cannot be edited or reset after submission unless there is a request. You can also disable this function when the cycle has been successfully created, via the action item on the cycle review page. Click "View settings" to take advantage of the shortcut feature to ESS Settings to set approval rules including the approval layer. Learn more here.
   2	Manager reviews	Click the toggle button to activate the Manager review method (Manager reviews his team of employees). Then, a pop-up will appear with several settings tabs as follows. A. General - Template: Select the template you want. - Automatically Assign the Employee Manager to Each Selected Member: Check to automatically assign the supervisor as a reviewer based on the employee approval path. - Display Review Results in Details: Check so that employees can see the review results from each reviewer in detail. B. Goals - Include Goals: Check to be able to include each employee's objectives/KPI/OKR as review indicators. This option can be used if the question type of the template is a rating or percentage. - Allow employees to pick their goals before the review starts: This option can be checked only if you have checked Include Goals. Check to allow employees to select goals before the review begins. Then, you can determine the period for employees to choose goals (Period of employees to choose goals) and the superior period for managing goals (Period of superior to manage goals). If in the same cycle, you include goals in another review method, then the goals displayed in the review form (other review methods) are the goals that have been chosen by the employee/superior. C. Attendance - Attendance: turn on this option if employee attendance data will be used as an assessment indicator in the review form, then you can set the score based on the percentage of employee attendance. D. Reprimand You can enter employee reprimand data in their review form. Therefore, it can be used as an assessment aspect or only displayed as information. - Include reprimand data: By activating this feature, you can include employee reprimand data for review consideration. If you check it, the following options will appear.  - Define score/rating for the reprimand: With this feature, you can determine the value based on the reprimand type so that the system can provide an automatic score for employees based on their reprimand. If you select this option, you can determine the weight for the reprimand aspect in the next tab. E. Weight You can determine the weight of each category/assessment aspect so that the system can calculate a rating to calculate the final score. You can implement it on all employees or certain employees based on job level and job position.
   3	360-degree reviews	Click the “toggle” button to activate the 360-degree review method (review from subordinates, colleagues at the same level, and managers). Then a pop-up will appear along with the following tabs: A. General - Template: You can select a question/indicator template to use. - Display 360 review results for managers: Check so that managers can see review results or pending reviews. - Let member pick their co-worker: Check so that members can choose which co-workers will be their reviewers. - Allow reviewers to reject review tasks: Check to allow reviewers to reject review tasks. B. Goals - Include goals: Check to be able to include the goals of each employee as a review indicator. This option can be used if the question type of the template is a rating or percentage. C. Weight You can determine the weight of each category so that the system can calculate a rating to calculate the final score. You can implement it on all employees or certain employees based on job level and job position.
   4	Team Review	Click the “toggle” button to activate the Team review method (Employees review colleagues from one team). Then a pop-up will appear along with the following tabs: A. General - Template: You can choose the template to use. - The Display Team review result for manager option as above appears if you activate Manager review and Team review. If you check this option, the manager can see the results of the Team review of the form/pending subordinate action. Click here to see how it looks. B. Goals - Include goals: Check to be able to include the goals of each employee as a review indicator. This option can be used if the question type of the template is a rating or percentage. So, a column appears to enter the goal load as follows.
   5	Self review	Click the "toggle" button to activate the Self-review method (Employees review personal abilities). Then a pop up will appear along with the following tabs: A. General - Template: Select the self-review template you want to use. - Review using comments only: Tick if employees do not need to determine scores yet only need to fill in comments to justify their KPIs. - Show self review results on manager review form: Tick so that employee self-review results can be seen by managers. - If you check Show self review result on manager review form, you can choose to: Must submit the self review before continuing to manager review: Choose so that employees must carry out a self-review first before the manager review. No need to submit the self review before continuing to manager review: Select if employees are not required to carry out a self-review first before the manager review. B.Goals - Include goals: Check to be able to include the goals of each employee as a review indicator. This option can be used if the question type of the template is a rating or percentage. So, a column appears to enter the goal load as follows. C. Weight You can determine the weight of each category so that the system can calculate a rating to calculate the final score. You can implement it on all employees or certain employees based on job level and job position.
   6	Use weights	This checkbox is active if you select more than 1 (one) review method. This feature works so that your review score is calculated based on your set weight.
   7	Deduction score system	With this feature, you can reduce an employee's final score based on their attendance data and reprimand status. - Deduction formula: You can choose By amount per period if the formula you want to apply is based on a certain time period. Or, select By percentage for a reduction formula based on a specific percentage. - Deduction assigned: Determine to whom the deduction is applied, namely based on job level, job position, or all employees (all employees who will be reviewed in the review cycle) . If you choose Job level/Job position, then you are required to determine what level or work position in the Select job position/Select Job level column. - Attendance: Determine based on the attendance criteria which deduction will be applied, such as Absent, No clock-in, No clock-out, Late clock-in, or Early clock-out by checking it. Then, you can determine the condition Total min. Days (for deduction formula per period)/Total min percentage (for deduction formula per percentage) in the column provided followed by determining the Deduct score (reduction in point value) in the column after that. You can add conditions (indicators) by clicking “Add condition”. - Reprimand data: Check to apply a point reduction to employees who have a Warning Letter (reprimand). Determine the reprimand type in Select type and Deduct score . When you have finished setting the Deduction, click "Apply" to apply it.
   8	Publish score after	Determining when the results of the review will be shared with employees. - Complete Review: Publish score can be done if all reviewers have collected all their reviews. - Review Period End: Publish score can be done if it has passed the end review period date. - Both: Publish scores can be done if all reviewers have collected all their reviews and have passed the end date of the review period.

7. The review cycle that you have created will appear on the start page of the Review Cycle sub-menu.
   

This is a guide to making a cycle review for performance review purposes. Furthermore, you can learn how to view the details of your review results, here.