{
  "$schema": "https://clarusclm.com/schemas/policy-rollout/v1.json",
  "template_id": "performance-review",
  "version": {
    "body_text": "PERFORMANCE REVIEW POLICY\n\n1. CADENCE\nFormal performance reviews occur twice per year: a mid-year check-in (June) and an annual review (December). Reviews include self-assessment, manager assessment, and a written summary of strengths, growth areas, and goals for the next cycle.\n\n2. RATING SCALE\nThe rating scale is: Exceeds, Meets, Approaching, Below. Ratings are documented in the review record and inform compensation, promotion, and any performance improvement plan.\n\n3. CALIBRATION\nManager ratings are calibrated across the team before they are shared with employees. Calibration ensures consistency in rating distributions and surfaces outliers for discussion.\n\n4. GOAL SETTING\nEach review cycle, employees set 3 to 5 goals with their manager. Goals are documented at the start of the cycle and assessed at the end. Goals may be technical, leadership, or domain-specific.\n\n5. PERFORMANCE IMPROVEMENT PLANS\nA Below rating triggers a performance improvement plan (PIP) of 30, 60, or 90 days. The PIP documents specific behaviors or outcomes expected, weekly check-ins, and the consequences of not meeting expectations.\n\n6. PROMOTION\nPromotions are evaluated annually for employees rated Meets or Exceeds. Promotion criteria are documented per career level and shared with employees in advance.\n\n7. AT-WILL EXCEPTIONS\nIn at-will exception states (Montana and the District of Columbia under specific circumstances), termination follows the documented PIP process and supervisor recommendation; consult HR before any separation decision.",
    "change_summary": "Initial 2026 performance review policy."
  },
  "rollout": {
    "audience": {
      "jurisdiction_codes": [],
      "department_ids": [],
      "employee_group_scope": "all"
    },
    "mandatory": false,
    "acknowledgment_required": true,
    "comprehension_check": {
      "enabled": false,
      "questions": []
    },
    "ai_classification_hints": {
      "summary": "Twice-yearly review cadence, four-tier rating scale, calibration process, goal setting, performance improvement plan steps, and at-will state exception handling.",
      "regulatory_citations": [
        "Montana Wrongful Discharge from Employment Act",
        "DC Wrongful Termination guidance",
        "EEOC enforcement guidance on performance ratings"
      ],
      "key_terms": ["calibration", "performance improvement plan", "goal setting", "rating scale", "promotion criteria"],
      "manager_briefing": "Submit ratings on time for calibration. Document goals at the start of the cycle, not retroactively. Consult HR before issuing a Below rating or initiating a PIP. Never extend a PIP without HR review.",
      "exception_examples": ["employee on extended leave during review window", "new hire under 90 days", "internal transfer mid-cycle", "role change requiring new goals"]
    }
  }
}