To understand overall cycle completion, check Review Tracker's progress bars every couple of days to see the percentage completion go up. To understand how a specific employee is doing, look at the Employee Progress area to see what "step" they're on.

Department/Location/Employee Progress

You can drill down into each department/location/employee's progress by searching for a particular subset in the "Showing Filtered Participants" area.

In this example, you can see the progress of the Seattle office.Understanding Individual Progress

Tip: If you'd like to improve your completion rates, consider sending a nudge email. Remember that you can only send nudge emails when you're showing all participants!

When an employee completes a step, that affects the overall progress. To see what step an individual employee is on, scroll to the Employee Progress area.

In a Performance Review, there are two steps:

Tip: you can tell if a feedback provider submitted their feedback if their name turns green (green means submitted, gray means not submitted).

1. In Progress: participants are able to write their assessments
   1. Employees can write/edit their self-assessment
   2. Managers can provide feedback about the employee
   3. Direct reports can provide feedback about the employee
      
2. Completed: the manager or admin has released the report electronically to the employee and the employee can now see any shared feedback
   1. No one can edit the feedback provided about the employee, unless the manager or the admin chooses to unlock the report. When the report is unlocked:
      1. the employee will no longer be able to see feedback written about them
      2. feedback providers can edit provided feedback until the report is locked again 

In a Check-In, there is only one step:

1. In Progress: participants are able to edit their assessments until the cycle is closed
   1. Employees can write/edit their self-assessment
   2. Managers can provide feedback about the employee
      
      Important: remember, if you're running a Goals Check-In, as soon as the manager or the employee submits their assessment, the goals within the survey form will no longer update
   3. Managers and Employees can edit the check-in feedback until the cycle is closed

In a 360 Review, there are four steps. 

1. Select Reviewers: the employee did not submit their list of peer reviewers
   1. Employees cannot write their self-assessment because they haven't submitted their peer reviewer list yet
   2. Managers can provide feedback about the employee, as long as the Manager submitted their own peer reviewer list
   3. Direct reports can provide feedback about the employee(if the employee is a people manager), as long as the Direct report submitted their own peer reviewer list
      
2. Approve Reviewers: the employee did submit their list of peer reviewers, but the manager did not approve the employee's peer reviewer list
   1. Employees can start writing their self-assessment
   2. Managers can provide feedback about the employee
   3. Direct reports can provide feedback about the employee
   4. Peers cannot provide feedback about the employee because they haven't been informed of their peer reviewer status
      
3. In Progress: the manager approved the peer reviewer list, peers are able to start writing peer assessments
   1. Employees can keep editing their self-assessment
   2. Managers can provide feedback about the employee
   3. Direct reports can provide feedback about the employee
   4. Peers can provide feedback about the employee
      
4. Completed: the manager or admin has released the report electronically to the employee and the employee can now see any shared feedback
   1. No one can edit the feedback provided about the employee, unless the manager or the admin chooses to unlock the report. When the report is unlocked:
      1. the employee will no longer be able to see feedback written about them
      2. feedback providers can edit provided feedback until the report is locked again