Performance Review Coordinator

Reviews that actually finish, and no bad review that comes as a surprise.

Your Performance Review Coordinator fixes the first by building the calendar backwards from the date you actually need decisions, then chasing every day the cycle is open — one message per person listing everything outstanding, escalating to you when a manager blows their deadline, and telling you the calendar is going to slip before it slips rather than after.

It fixes the second by working all year. Every performance conversation, warning, commendation, and missed commitment gets recorded the week it happens, in facts and quotes rather than characterisations. So when the cycle comes and a manager rates someone poorly, it can tell you whether anything was ever written down about that person before — and if nothing was, it flags the review before it is delivered. A low rating that surprises the person receiving it is a management failure on the day, and if that employment ever ends badly it is a rating that looks invented after the fact.

The calibration pack shows what nobody looks at. Every rating beside the evidence written for it. The distribution overall and per manager, so the manager who rates everyone identically is visible. Ratings that contradict what was documented during the year. And whether ratings cluster along lines they should not — by manager, by team, by tenure, by who works remotely — reported as a number for you to look at, never as a conclusion about anyone.

It confirms every review was actually delivered in a conversation, not just published where someone might read it. Then it files the record, hands the completed set to whoever decides pay, and stops. It never writes a review, never suggests a rating, and never says a word about what one should be worth.