A collection of Performance Management Cycles

Illustration: Studio Fee Overbeeke

We all loved the performance management cycle!

Performance management is changing. Almost every HR professional has been involved with performance management cycle design. The HR Trend Institute, in collaboration with The Muesum of HR, is preparing an exhibition of performance management cycles.

In this article we present an overview of nearly 50 performance management cycles. The first conclusions: it is a rather boring collection and the similarity between the cycles is big. The variety is caused by the level of detail of the process that is provided.

A sample of the collection

AI Group

The AI group has chosen a circle and four steps, as many others in this collection. A classical cycle, nothing fancy.


AIHR performance management

A circle and four stages, we have seen that before. Question: is potential something you can develop?


Appalachian looks like a very well structured organisation. No sustainable or holistic cycle, a straight line going from red to green. It is a bit of a puzzle, because two cycles are merged into one line. The years starts on July 1, and goals for the year are set in the period April-June. The prior year is evaluated in July and August, if I understand the flow in the right way.

Boston University

In Boston they go for the five step cycle, and you can only enter the cycle after proper onboarding. Good news for the people in the process: Feedback can be informal or formal, and the goals can be reset before the annual performance evaluation.

CAPPC Consult

A snapshot from the CAPPC Consult cycle. Two questions: where do I start and why is the bottom arrow pointing anti-clock wise?

Cave and Thomas

A well thought through cycle. Top-down. This was probably designed before the employee experience came into fashion. I like “Continuous monitoring and feedback”.


In the top flow the CIPD talks about the “Performance management chain”. Interesting: I don’t see any actual performance in the chain, only future performance.



Five steps in the Cleveroad perfomance management cycle. A piece of the puzzle seems to be missing.


CRG performance management

At CRG we count 13 steps, in five phases.

Continuous performance management


The “Check-in” is the basic building block in this cycle. Managers have to do a lot of check-ins. The connection to reward is not so clear.

Deming Cycle

Deming Cycle

The good old Deming cycle, embedded in most of the performance management cycles. Simple and easy to remember. Do we need more?

The Exchange Post

Simple, maybe too simple…


FedSmith added some people to the cycle, sympathic. The function of the arrow in the middle is not so clear to me. So that we know the positions of employee, supervisor and management? Management is at the top here, but with some defined bounderies.


The credo: “Boost employee performance every week”! High Fives at step four.

The Happy Manager

The happy manager

Does this cycle make managers happy?



HR Portal

An April to April cycle. In the companies where I worked, it was always difficult to design a cycle that captured a full year. The annual goals were always set too late, and it was difficult to incorporate feedback in the new cycle. I don’t think these issues are solved by calling the cycle “continuous”.


Super simple again. I like the arrows.

Innovation in Education

I like this! How can you use the key to unlock level 2?

IT Effectivity

Performance management starts in the beginning. And ends with separation!



Interesting cycle, with eight steps. It all culminates in step 8: Make a verdict. Hopefully the verdict is not: separation.

The KPI Institute

Performance management maturity model

Version 2.0 of a Maturity Model Framework. I like the creative design. Looking forward to version 3.0.

LSU Health

LSU Health performance management

Eight steps again. Luckily most of the work has to be done by the supervisor. Execution of the plan is not part of this plan-check cycle.


Too much creativity can be killing. What have they done to the cycle?

Mixed Group

Mixed Group

The Continuous Self Renewing Cycle, as above.



The OKR framework cannot be missed in the overview. I had to look up the meaning of Moal….

OZ Assignments


I like “Develop & Inspire”.


Penn performance management

No time for slick design at Penn. The intern designed a cycle in PowerPoint. He was a bit afraid of the manager.

Performance management in times of change (adapted from Green)


Connecting the business planning cycle with the performance management cycle. What happens if you take a right turn at the black arrows?

A quantitative performance evaluation model

The Deming cycle nicely in the center. The leaders are ready after Step 1.

Schneider Trading Ltd

Don’t be afraid of the “Disciplinary Procedures”. They are green! What to do if you detect a performance issue before the start?

Scontrino Powell


University of Sheffield

Our process runs like a machine.


Grow against the flow.

Texas State University

Performance management Texas State University

The good news: the manager is female, and manager and employee are still on speaking terms.

Torrington and Hall

Arrows like a fox.


Tutorials point

Try to avoid financial rewards.

The University of Texas

The university of Texas performance management

It all  starts with our UT System.

Valdosta State University

Valdosta State Performance Management

A clear division of tasks. The supervisor defines the goals.


Old and new. What are the differences?


14/02/2020 41


This post is a joint production with The Museum of HR

The Museum of HR

Further reading

This website uses cookies to give you the best possible user experience.
Agree to this by clicking accept.

Cookie settings

Below you can choose which kind of cookies you allow on this website. Click on the "Save cookie settings" button to apply your choice.

FunctionalOur website uses functional cookies. These cookies are necessary to let our website work.

AnalyticalOur website uses analytical cookies to make it possible to analyze our website and optimize for the purpose of a.o. the usability.

Social mediaOur website places social media cookies to show you 3rd party content like YouTube and FaceBook. These cookies may track your personal data.

AdvertisingOur website places advertising cookies to show you 3rd party advertisements based on your interests. These cookies may track your personal data.

OtherOur website places 3rd party cookies from other 3rd party services which aren't Analytical, Social media or Advertising.