Performance Review

The Performance Review is one part of Wild Audience's Annual Review Cycle — the yearly process that combines performance assessment and level calibration. Together they ensure growth is recognised and levels stay consistent across all circles, grounded in observable behaviours and a full year of evidence.

How this fits into the year

When	What
October	Prepare: schedule sessions, set up Google Forms, assign peer reviewers
October–November	Feedback collection: all participants submit responses
November	Run the 360 feedback call: reflection conversation
After the call	Assess the level using the Career Level and Soft Skills Frameworks
First week of December	Submit Performance Review Report to Performance Calibration & Promotion Steward roles
Second week of December	Leadership alignment
December–January	Communicate outcomes to team members

Step 1: Prepare the 360

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Critical principle: The 360 feedback call is a reflection conversation, it is not where you communicate level or salary decisions. Those come after leadership alignment with the Performance Calibration & Promotion Steward. Do not create expectations in the call itself.

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Follow the 360° Feedback SOP for the full setup checklist. In summary:

Schedule the session for each team member.
Ask them to choose their 2 peer reviewers: one from their team, one from a different circle they've worked with.
Duplicate the Google Form template, rename it (e.g. "Emilie: Personal Retrospective 2025"), and save it in the 360 Feedback GDrive folder.
Create Asana tasks for all 4 participants (team member, yourself, 2 peers) with a clear submission deadline: at least one week before the call.

Step 2: Collect feedback

Share the form with all participants and ensure responses are submitted before the session.
Export responses using the Google Sheet template and save in GDrive.
A couple of days before the call, share the spreadsheet with the team member via Asana so they can review it before the session.

Step 3: Do your own framework assessment (before the call)

Before the 360 call, form your own independent view of where the team member sits across the two frameworks. Do this before you see their self-reflection: so your assessment isn't anchored to theirs.