Who are the typical roles of author and reviewer in a performance document?

Who are the typical roles of author and reviewer in a performance document?

• A. HR creates the document and the employee reviews it
• B. The employee creates the document and the HR reviews it
• C. The manager creates the document and the employee reviews it
• D. The employee is typically the author and the manager is the reviewer

Answer: (D)

Ownership and review in performance documents typically follow a simple pattern: the employee authors their own self-assessment, and the manager reviews it. This arrangement gives the employee a clear voice to document accomplishments, goals, and development needs with firsthand accuracy, while the manager provides an objective evaluation against expectations, offers feedback, and helps set development steps. HR often facilitates the process—providing templates, timelines, and ensuring fairness—but they are not the primary author or the main reviewer. Other options place the author or reviewer in roles that don’t align with how performance documentation is usually structured, where the employee owns the input and the manager provides the formal evaluation.

Ownership and review in performance documents typically follow a simple pattern: the employee authors their own self-assessment, and the manager reviews it. This arrangement gives the employee a clear voice to document accomplishments, goals, and development needs with firsthand accuracy, while the manager provides an objective evaluation against expectations, offers feedback, and helps set development steps. HR often facilitates the process—providing templates, timelines, and ensuring fairness—but they are not the primary author or the main reviewer. Other options place the author or reviewer in roles that don’t align with how performance documentation is usually structured, where the employee owns the input and the manager provides the formal evaluation.