Managers get a one-page summary of each person's year before the review
The AI reads a year of goals, check-ins and peer feedback in SuccessFactors and drafts a one-page summary with its sources. The manager decides the rating.
- Used day to day by
- Line managers
- HR business partners
How it runs with AI
The AI reads each person's year in SuccessFactors and drafts a one-page summary: results against each goal, what peers said, and the months with little or no evidence. Each point names the goal, check-in or comment it comes from. The manager reads the sources that matter, writes the review and decides the rating.
Step by step
Where the work happens, what the AI does, and where it hands over to a person.
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Step 1, AI
Pulls each person's goals, check-in notes and peer feedback
Needs to know: Review cycle dates, Peer feedback deadline
In
SuccessFactors Exception to step 1
Reminds the peers still to reply, 3 days before the summary is due
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Step 2, AI
Compares each result with its target and marks where evidence is thin
Needs to know: Goal targets, Expected check-in frequency
In
SuccessFactors -
Step 3, AI
Drafts a one-page summary that names the source of each point
Needs to know: Summary template, Feedback anonymity rules
In
SuccessFactors -
Step 4, Person
Checks the sources, writes the review and decides the rating
In
SuccessFactors
What stays with a person
- Checks the sources, writes the review and decides the rating
Apps in this example
- SuccessFactors
The same flow works with the apps you use.
This fits you if
- Your managers review 8 or more people each cycle
- Goals, check-ins and peer feedback already sit in SuccessFactors
- Reviews tend to reflect the last 2 or 3 months more than the whole year
- HR gives managers extra time in every review cycle to finish their write-ups
What to watch for
- The rating, the increment and any promotion stay with the manager and HR. The summary leaves the rating empty
- Each point names its source, so the manager can read the original comment before relying on it. Summaries can repeat unfair wording from a comment, and the manager decides what counts
- If your peer feedback is anonymous, set the summary to show themes and counts only, with no names or roles
- A summary covers only what is in SuccessFactors. Months with no check-ins are marked as gaps for the manager to fill from what they know
