Cambridge
Academy
In London

Introduction

Designing Performance Review Systems helps organizations assess performance fairly, support development, and improve accountability. This practical program covers how to design simple review forms, choose rating approaches, define competencies and goals, run calibration, and build governance and guidance so the process is consistent and trusted.

 

Course Objectives

• Explain core performance review system components and common models

• Design clear review forms aligned to roles, goals, and competencies

• Select practical rating approaches and reduce bias risks

• Plan and run calibration to improve consistency and fairness

• Build simple governance, guidance, and rollout plans for adoption

 

Target Audience

• Performance management services officers and HR staff

• People partners and managers involved in performance reviews

• OD and talent teams supporting appraisal redesign

• HRIS/LMS administrators supporting performance tools

• Anyone responsible for improving appraisal processes and quality

 

Course Outlines

Day 1: Performance Review System Foundations

• Purpose of performance reviews: decisions, development, accountability

• Review models overview: annual, continuous, hybrid (simple comparison)

• Defining what “good performance” means by role and level

• Key components: goals, competencies, behaviors, results, development

• Activity: Diagnose issues in your current review process

 

Day 2: Designing Forms and Review Workflows

• Form sections: goal results, competencies, values, feedback, development

• Writing clear prompts and evidence-based questions

• Workflow design: self-review, manager review, approvals, employee sign-off

• Documentation and audit trail basics

• Workshop: Draft a simple review form (1–2 pages) and workflow map

 

Day 3: Ratings and Scales that Work

• Rating options: numeric scales, descriptive levels, no-rating approaches

• Defining rating levels with clear examples and anchors

• Handling goal weighting and overall ratings (simple methods)

• Reducing bias: common errors and practical safeguards

• Activity: Create rating definitions and a scoring guide for managers

 

Day 4: Calibration and Quality Assurance

• Why calibration matters (consistency and fairness)

• Calibration inputs: evidence, results, behaviors, peer comparisons

• Running calibration meetings: agenda, roles, and decision rules

• Quality checks: exception reports, distribution review, appeals basics

• Case study: Simulate a calibration session using sample profiles

 

Day 5: Governance, Enablement, and Rollout

• Governance: owners, policies, timelines, and escalation paths

• Manager enablement: training, toolkits, FAQs, conversation guides

• Communications plan: what changes, why, when, and expectations

• Measuring success: completion, quality, employee trust, outcomes

• Activity: Produce a performance review system blueprint and rollout plan