Reviews: Fair and responsible use FAQ

This article applies to organization admins, product admins, and third-party users in the PI2 platform.

PI Perform's Reviews feature is a powerful way to track employee progress over time, across your entire organization. However, as with any form of talent evaluation, it's important to keep best practices in mind.

Here are answers to frequently asked questions about responsible use:

The Reviews feature may be used as one data point as part of a company's broader compensation strategy, provided such use aligns with your policies and procedures to mitigate any risks and comply with all legal requirements.

Ultimately, the decisions that follow performance reviews and tie into your broader talent strategy should be informed by your own policies and practices. Perform Reviews should not be the sole or leading determinant for compensation or personnel decisions.

While we cannot advise on specific decisions or actions your business might take based on performance data, Perform Reviews is designed to empower managers with the tools they need to enhance performance and development conversations.

Reviews helps you build a culture of continual feedback, where employees can receive important insights into where they excel in roles and where their growth opportunities are.

When delivering feedback, ensure that feedback is fair and unbiased by leveraging objective behavioral data, promoting goal alignment, and offering tools that support consistent, structured, and multi-perspective open feedback. Combined with ongoing training for managers, these elements create a more equitable and transparent review process.

To ensure bias does not affect employee reviews, it is important that review questions pertain to the responsibilities and core competencies of the role, as well as what is required of the employee to perform well.

These are optional questions reviewers can answer that don’t get sent to the review recipient. We recommend you determine whether private questions are appropriate for your organization based on your specific needs and applicable policies/procedures. Learn more about private questions.

In Perform, permissions are structured so that only admins, an employee’s manager, and the employee themself can access the employee’s review data (minus private questions, which can't be viewed by the employee). Admins are able to control both who is an admin in Perform and who is designated as an employee’s manager. Learn more about employee access levels.

Additionally, our engineering team has tested Perform Reviews extensively to ensure the feature is secure and your data is kept strictly confidential.

Our standard review template is a good place to start if you don't currently have strong direction or ideas around how to shape your review process or what to ask.

That said, we strongly recommend previewing the template before you begin. Every company is unique, and it is important to ensure these questions adequately assess what strong performance looks like within the context of the specific roles at your organization. As you review the template, you might decide to adjust or add additional questions based on the core competencies of the role.

The standard template is goal-oriented and will give you a good idea of what the employee can work on to develop and grow professionally. If that isn't your primary purpose for conducting reviews, you may want to consider making edits to the template or making your own template.

For more detailed information on the specifics of Perform Reviews, visit our product support documentation: