Review employee performance
How review employee performance are reshaped as AGI capability advances.
The bottom line
About 65% of the work in Review employee performance is information-shaped and increasingly AI-deliverable, with the rest a hybrid of judgment and hands-on work. The automation frontier runs straight through the middle of this role.
Why: Because there are no seeded occupations for this composite, the assessment relies on the APQC Lens prior and the process description. The PCF top-level category for employee development and training carries a hybrid prior (0.4–0.7). The specific process of reviewing employee performance blends information processing—such as analyzing metrics and drafting feedback—with interpersonal communication, positioning it in the upper hybrid band.
grounded in the economy graph · digital scalar 0.65 · hybrid
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How the work flows
Trigger: A scheduled performance evaluation cycle commences or an employee reaches a specific tenure milestone.
- Distribute self-evaluation and manager assessment templates
- Collect peer or multi-rater feedback
- Assess employee achievements against defined goals and competencies
- Hold a formal feedback and coaching discussion with the employee
- Draft updated development goals for the upcoming period
- Finalize and record the performance rating in the HR system
Outcome: The employee's performance is formally assessed, feedback is delivered, and final ratings are recorded in the human resources system.