---
title: Glossary for Performance
description: Engagedly offers you a comprehensive list of specific terms and their definitions, ensuring clear explanations of the terminologies used in Performance.
---

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2. [Performance](https://help.engagedly.com/performance?hsLang=en)
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# Glossary for Performance

A list of specific terms and their definitions used in the Performance module.

- **Performance cycle:** An organization conducts a performance cycle to evaluate its employees' performance. This cycle includes performance appraisal, feedback, goal setting, and development activities over a specific timeframe. It serves as a structured framework to effectively manage and elevate employee performance while ensuring that individual goals align with the organization’s goals.
- **Performance template:** The performance template is the questionnaire used to evaluate the employees’ performance. Admins can create customizable templates to fit the organization's goals, values, and specific evaluation criteria.
- **Assignment date:** The assignment date is when a performance review template is assigned to the employees.
- **Template share:** Template share is when a performance review template is shared with the employees for self-review.
- **Cycle start:** The cycle start date is when a performance review cycle begins.
- **Skip-level manager:** The skip-level manager is above the reporting manager within the organizational hierarchy.
- **Delegate reviewer:** Admins can delegate or allow managers to delegate the performance review to anyone in the organization to evaluate the employees’ performance.
- **Additional reviewer:** If the employee is collaborating with multiple teams, the admins can add anyone in the organization as an additional reviewer to evaluate the employee’s performance. Additional reviewers can only comment on the employees’ performance.
- **Focal point review:** Admins can conduct employee performance reviews at any time, as it is an admin-driven review cycle.
- **Hire date-based review:** Admins can conduct the performance review of the employees based on their hire dates or customize the number of days, like 30 days, 60 days, 90 days, and 180 days. This is an automatic review process based on the employees’ hire dates.
- **Work anniversary review: **Admins can conduct employee performance reviews based on their work anniversary. This is an automatic review process based on the employees’ hire date.
- **Numeric rating:** It is used to rate the employees’ performance using numbers.
- **Verbal rating:** It is used to rate the employees’ performance using shortcodes like NA (Not Adequate), BE (Below Expectation), ME (Meets Expectation), and EE (Exceeds Expectation).
- **Rollback employee review:** The admins and/or managers can rollback the employees’ reviews, allowing them to edit their reviews and submit them again.
- **Rollback manager review:** Admins can rollback the managers’ review, allowing them to edit their review and submit it again.
- **Request resolution:** The employees can request a resolution if they disagree with their manager’s ratings and comments.
- **Halt:** The admins can halt the performance review cycle to pause it for any period. It is available only for automatic reviews, such as hire date-based and work anniversary reviews.
- **9-box rating scale:** Admins can determine employees’ performance using the 9-box rating scale. This performance assessment tool evaluates employees’ performance and leadership potential. The grid consists of a 3×3 matrix representing employees’ performance on the x-axis and potential on the y-axis.
- **Sign-off:** It is the final approval of the performance review. Based on the admin settings, different participants electronically sign the performance review after completing the employees' evaluation.
- **Assign:** Admins can assign the template to the cycle. However, after assigning, the admin has to share the template.
- **Share:** After assigning the template to the cycle, admins can share it with the employees.
- **Lock:** The admins can manually lock the performance review cycle after completing the review process by all the participants.
- **Review notes:** Admins can enable the review notes in the performance review cycle. Employees and managers can view the review notes section on the review form, where they can add comments and attachments if required.
- **Overall statuses:** (Visible to admins in the "Manage" tab during the review process):

- - **Not started:** None of the participants (employee, manager, admin, skip-level reviewer, or additional reviewer) has started their reviews, and they may not have opened the review form yet.
    - **Ongoing:** The review is in progress. One or more participants opened the review form and either saved it manually or auto-saved it.
    - **Completed:** All participants have submitted their reviews and signed off (if sign-off is enabled). The review status is completed after the admin submits their review.
    - **Locked:** The admin has locked the review, preventing participants from making edits. If the employee’s review is locked, the pending status changes to waiting for all participants.
- **Participant statuses: **
- **Manager’s team:**  
    - **My team:** Employees who directly report to the manager (manager’s direct reports).
    - **Secondary team:** It consists of employees for whom HR assigns a secondary manager, besides their reporting manager, in their profiles.
    - **Entire team:** Includes both employees who directly report to the manager and those who report to their direct reports.

- **Calibration:** Performance calibration involves adjusting or standardizing performance ratings. Managers review their direct reports, and HR/admins collaborate with them to calibrate their performance ratings. 
    - **Reviewer rating:** It is the manager's rating on the employee's performance.
    - **Calibrated rating:** HR/admins calibrate the rating after they discuss the employee's performance with their manager to justify their rating.
    - **Final rating:** If HR/admins calibrate the manager’s rating, the calibrated rating will be the final rating. If HR/admins agree with the manager’s rating, the manager’s rating will be the final rating.

 

 

 

 

 

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