How to Set Up a Performance Cycle in BrioHR

Introduction

Before launching a performance cycle and making it accessible to all employees, you must first set up the performance cycle framework under the Cycle Overview section of the Performance Module in BrioHR.

The performance cycle framework typically includes the following components:

Naming the cycle and defining its duration (start and end date).
Setting up the Competency Framework.
Establishing Company and Department-level Objectives.
Selecting the employees to be included in the cycle.
Defining the Appraisal’s Key Milestones.
(Optional) Including 1-on-1 Activities and 360 Feedback.
(Optional) Creating a Training List applicable during the cycle.
(Optional) Setting up a Development Plan.

Once the framework is configured, you can launch the cycle. Employees will then gain access to their Performance Dashboard, and appraisers will be able to view and assess their appraisees’ performance pages.

Step-by-Step Guide: Accessing the Performance Module

Step 1 - Log In to BrioHR

Step 2- Access the Performance Module

1. Go to HR Lounge > Performance.

2. You will be directed to the Dashboard.

3. Click Cycle Overview to open the cycle setup page.

4. Give the performance cycle a name and set its start and end dates.

This duration determines the overall timeline and deadlines for other tasks within the setup.

Step-by-Step Guide: Setting Up the Performance Cycle

Step 1 - Set Up the Competency Framework

Competencies define the skills, knowledge, abilities, and behaviors required for employees to perform effectively.
In BrioHR, there are three types of competencies:

Core Competencies – Apply to everyone in the organization.
Department Competencies – Specific to individual departments.
Job Title Competencies – Tailored to particular job roles.

Learn More: How to Set Up a Competency Framework in BrioHR

Step 2 - Set Up Company and Department-Level Objectives

Management can set company-wide and department-level objectives that cascade down to employees.

Company-level objectives are distributed to all employees when the cycle starts.
Department-level objectives are assigned only to employees within that department.
Employees can later modify these objectives to align with their personal performance goals once the performance cycle has started.

Learn More: How to Set Up Company and Department-Level Objectives

NOTES:

Individual objectives can only be created after the cycle has started.

Step 3 - Manage Employees to Be Part of the Cycle

Determine which employees should be part of the performance cycle.

You can specify:

Which competency level applies to them.
Who their appraiser will be.
Whether they are included or excluded from the current cycle.

Learn More: How to Manage Employees in BrioHR Performance Cycle

Step 4 - Determine the Appraisal's Key Milestones

This step determines how appraisals are conducted in each employee’s performance dashboard.

Here, you can configure:

Start and due dates for the appraisal form.
Questions for both appraisees and appraisers.
Appraisal rating scales and evaluation criteria.

Make sure the completion progress reaches 100% before launching the cycle.

Learn More: How to Determine the Appraisal's Key Milestones in BrioHR Performance Cycle

Step 5 - Add 1 on 1 Sessions and Setup 360 Feedback (Optional)

You can enhance the performance cycle by enabling additional feedback tools:

1-on-1 Task Reminder – Schedule regular check-ins between employees and managers.
Others Feedback – Allow employees to provide feedback on peers directly from their profiles.
360 Feedback – Collect comprehensive feedback from multiple evaluators.

Learn More:

How to Enable 1-on-1 Task, Others Feedback and 360 Feedback in BrioHR Performance Cycle

Step 6- Create a Training List (Optional)

HR Admins can create a list of trainings or courses relevant to the performance cycle. While training attendance occurs outside BrioHR, this list helps record which courses employees have completed during the review period.

Learn More: How to Create a Training List for a Performance Cycle in BrioHR

Step 7- Set Up a Development Plan (Optional)

The Development Plan helps employees track their personal growth objectives. Although it’s linked to the performance cycle, it does not affect the performance score and can continue even after the cycle ends.

Learn More: How to Set Up a Development Plan in BrioHR

Step 8 -Launch the Performance Cycle

After completing all configurations, you can launch the performance cycle. Once cycle is launched, the system will open personal performance dashboard for all employees to view their own.

IMPORTANT:

BrioHR allows only one performance cycle at a time. If there is a currently active cycle, it must be closed before launching a new one.

Frequently Asked Questions (FAQs)

1. Can I run multiple performance cycles at once?
No. BrioHR only supports one active performance cycle at a time.

2. What happens after I launch the performance cycle?
Employees gain access to their personal performance dashboards, and appraisers can review and assess their appraisees.

3. Can I modify the cycle once it has started?
Some configurations (like objectives and competencies) can be adjusted, but major changes such as appraisal questions and disabling 360 Feedback feature may be locked.

4. Are 1-on-1 sessions and 360 Feedback mandatory?
No. These features are optional add-ons that can enhance the overall feedback process.

5. Does the Development Plan affect performance ratings?
No. The Development Plan is for personal growth tracking and does not impact the performance score.

6. Where do I see articles related to employees' and the appraisers' performance process?
You may refer to these articles:

Need Assistance?

If you have any questions or require assistance, please reach out to our support team via live chat or email us at support@briohr.com.