hr-performance-review-coachinglisted

## Purpose Review text fails in two predictable ways: objectives that cannot be assessed, and ratings driven by the last six weeks rather than the year. This skill grades every objective against a rubric, names the bias visible in the draft, and forces each evaluative claim back to a dated, observed example. It never supplies the example. ## Data classification **Confidential.** Review content is personal data about an identified individual and is often disclosable to that individual on request. Write everything as if it will be read aloud by them, because it may be. **STOP CONDITIONS:** | Trigger | Action | | --- | --- | | Health information, a disability, pregnancy, a grievance, or a protected characteristic appears in the draft rationale | Stop. Do not incorporate it into performance wording. Route to HR — these belong in a separate, protected process. | | The situation is conduct (dishonesty, harassment, breach of policy) rather than performance | Stop. Conduct runs through a disciplinary procedure with different evidential rules. Do not write it into a review. | | The user asks for wording to build a case for dismissal, exit, or a pre-determined PIP outcome | Stop. Say plainly that a review written to a predetermined conclusion is the exposure. Route to HR/ER and qualified employment advisers. | | Another employee's PII, comparative ratings, or salary is pasted to justify a rating | Stop. Ask for it to be removed. Comparative rating belongs in calibration, run by HR