Performance Reviews & 360 Synthesis

Review cycles with synthesized 360 feedback, themes, and suggested ratings - every input weighted, every dimension scored on the same rubric, and a synthesis the manager can defend in calibration without re-reading 14 free-text forms.

What the managed workflow does

Routes the 360

Manager · 2–3 peers · 1–2 reports · self - selected from collaboration signal so reviews come from people who actually worked together, not five randos.

Synthesizes feedback

Reads every form, clusters themes across reviewers, and produces a synthesis with strengths and growth areas - each anchored to specific evidence, not paraphrased.

Scores against the rubric

Five dimensions on a 1–5 scale across all reviewers, with per-dimension trend versus prior cycle and an attribution trace so calibration knows which voice landed where.

Drafts the manager letter

First-pass review letter assembled from the synthesis, scored against the level rubric, ready for the manager to tighten - not a blank-page stare at week 9 of cycle.

4 sources · synthesized themes · ratings per dimension with evidence

4 SOURCES · 5 DIMENSIONS · 4.2 WEIGHTED · TREND UP

Sources synthesized

Manager review · structured promptPeer feedback · cross-team picksReport feedback · upward reviewSelf-review · narrative + goals

What lands per cycle

Strengths · evidence-anchoredGrowth areas · concreteSuggested rating per dimensionCalibration trace · who said what

Sources synthesized

Manager review. Structured prompts that elicit specific evidence - not 'how's it going' - calibrated to the level rubric.
Peer feedback. Cross-team peers picked from collaboration signal (calendar + project shared time + git co-authorship), not assigned at random.
Report feedback. Upward review for managers - anonymized within cohort minimums, with prompts that surface coaching and clarity signal.
Self-review. Narrative + goal reflection + impact stories - feeds the synthesis as evidence, not a separate document.

What lands per cycle

Synthesis paper. Strengths + growth areas + summary rating, every claim anchored to a piece of evidence from the source forms.
Suggested ratings. Per-dimension score with attribution - calibration knows whether the manager and peers agreed or whether a single voice swung the rating.
Manager letter draft. First-pass review letter ready for the manager to tighten - no blank-page stare at week 9 of cycle.
Calibration trace. Who said what, weighted, and where they agree or diverge - so cross-functional calibration is structured, not vibes.

What you get, every week