Quarterly reflection
The planner asks employees to reflect on progress and achievements from the previous quarter.
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Implementation tool / S4 / Reviewed
Performance & Growth Quarterly Check-In Template
A quarterly conversation planner for achievements, Big Rocks, Living Values, manager notes, next-quarter goals and post-meeting actions.
Scope: Quarterly performance and growth conversations; business-unit scope not stated
Overview
The one-page planner structures a quarterly conversation and provides parallel space for employee reflection and manager notes.
To review the previous quarter, discuss achievements and values, align goals for the next quarter and record actions.
- Employees participating in quarterly check-ins
- Managers conducting performance and growth conversations
- Review progress against Big Rocks
- Record manager notes
- Discuss Living Values
- Align next-quarter Big Rocks
- Record a conversation summary and actions
- Reflect on progress
- Identify achievements
- Consider values-aligned behaviour
- Complete and discuss the next Big Rocks plan
- Performance & Growth
- Quarterly Big Rocks
- Living Values
- Conversation summary
Quarterly, according to the document title and prompts.
- Quarterly performance conversations
- Two-way written reflection
- Values discussion
- Goal alignment with a manager
- Post-meeting actions
Manager alignment
Employees are asked to confirm whether next-quarter Big Rocks were discussed and aligned with their manager.
Action record
A post-meeting field records the conversation summary and actions.
- Did quarterly check-ins occur?
- Were both employee reflections and manager notes recorded?
- Were next-quarter goals discussed and aligned?
- Were agreed actions followed up?
01Reflect
Review Big Rocks and achievements
02Discuss
Consider Living Values
03Align
Agree next-quarter Big Rocks
04Record
Document summary and actions
Evidence can be added without changing the archive structure.
Future records may include authenticated versions, implementation records, meeting notes, training material or organisational response.
Experience will be assessed separately.
Contributor accounts will not be merged into the organisational source. They will be coded, assessed and linked only where consent, relevance and source safety allow.
Evidence status
Internal guidance identified. Implementation not determined.
This analysis paraphrases what the reviewed source describes. It does not establish that the material was current, mandatory, distributed to every employee or consistently followed in practice.