PI.
AgSciences
Brazil
Operations
FY2026 Performance Cycle — Manager Guide

Annual Review
Performance Manager Guideline & Process Reference

Your complete reference to conduct, complete, and submit the Annual Performance Review — with the quality and consistency PI AgSciences expects from its leaders.

View Process Overview Submission Checklist
Scroll
5
Rating Levels
5
Review Sections
6
Core Competencies
Jan–Dec
Review Period 2025
FY27
Salary Cycle
00 — Process Overview

Manager Framework at a Glance

Before diving into the details, understand the six stages of the Annual Review cycle — from preparation to final submission.

1
Prepare
Gather data, review goals set at cycle start, collect feedback, and reflect on the full 12-month period — not just recent months.
Pre-Review
2
Rate Goals
Evaluate each goal with evidence-based comments covering attainment, difficulty, and business context. No generic statements.
Section I
3
Assess Role Execution
Evaluate consistency, accountability, and quality of core responsibilities — as defined in the employee's job description.
Sections II & III
4
Write Summary
Consolidate the full picture in Supervisor Comments: strengths, accomplishments, development areas, and overall trajectory.
Section IV
5
Check Alignment
Review the calculated overall score. Confirm ratings and narratives are consistent. A 5 should be rare and clearly justified.
Section V
6
Submit & Calibrate
Complete the increase spreadsheet (Column N), confirm new hires are included, and submit both documents for HR calibration.
Final Step
Tool
Annual Review Template 2026
The only official tool for this cycle. All five sections must be completed in full. No alternative formats are accepted.
Evaluation Weight
Goals 25% · Job Duties 25% · Competencies 50%
Performance is not only about results. Role execution and professional behaviors together account for 75% of the total score.
Key Principle
Ratings Must Be Evidence-Based
Every rating must be supported by specific examples, patterns, or results. Avoid vague language and ensure narrative and rating are always consistent.
01 — Rating Scale

Understanding the 5-Point Scale

Apply ratings with discipline. A rating of 3 represents solid, valued performance. Reserve 4s and 5s for genuine above-and-beyond contribution — rating inflation undermines calibration and compensation fairness.

5
Substantially Exceeds Expectations
Exceptional, standout performance with clear and demonstrable impact well beyond the role's requirements. This rating is rare by design and should only be used when the manager would describe the contribution as truly extraordinary without hesitation.
Exceptional
4
Exceeds Expectations
Consistently performed above the required standard. Delivered more than expected, took meaningful initiative, and showed clear value beyond defined responsibilities. The key differentiator from a 3 is consistent, meaningful impact beyond the role.
Above Standard
3
Meets Expectations
Performed well, delivered on objectives, and demonstrated the behaviors expected at their level. This is a positive, meaningful rating — the performance standard the organization is built on. The majority of a healthy team performing at this level is entirely expected.
Solid Performance
2
Needs Improvement
Performance fell short of expectations in one or more meaningful areas. Must be accompanied by specific examples and a clear description of where performance gaps occurred. This rating should never come as a surprise to the employee.
Below Standard
1
Unsatisfactory
Performance was significantly below the required standard across the review period. Typically implies that formal performance management actions are either underway or warranted. Discuss with HR before assigning this rating.
Unacceptable
02 — Review Template

Annual Review Template 2026

Five sections, each measuring a distinct dimension of performance. All must be completed in full before submission.

A
Employee Information
Full name, job title, department, supervisor, company start date, current role start date, and review period (Jan 1 – Dec 31, 2025). Confirm all data against HR records before submitting.
I
Goals
Rate and comment on each objective. Cover what was expected, what was delivered, difficulty level, business context, and concrete results. The tool calculates a Goal Average. No generic comments accepted.
II
Job Duties
Evaluate execution of core role responsibilities per the job description. Assess consistency, accountability, execution quality, reliability, and role ownership across the full year.
III
Competencies
Rate and comment on all six competencies: Communications, Customer Service, Planning & Organization, Problem Solving, Teamwork, and Adaptability. Tool calculates a Competency Average (50% weight).
IV
Supervisor Comments
Your consolidated narrative. Cover: overall contribution, key strengths, main accomplishments, development areas, and a closing perspective on the employee's trajectory and impact during the year.
V
Overall Evaluation
System-calculated weighted score. Review it for consistency with your overall view. If the score feels off, revisit individual section ratings before submitting — don't leave an inaccurate picture to stand.
03 — Evaluation Weight

How the Final Score is Calculated

Results matter — but so does how they were delivered. Role execution and professional behaviors account for 75% of the overall evaluation.

25%
Goals
What was achieved. Performance against individual objectives — attainment, difficulty, and business context. Section I average.
25%
Job Duties
How consistently core role responsibilities were executed — accountability, quality, and reliability throughout the year. Section II.
50%
Competencies
How the employee works and collaborates. Six behavioral competencies evaluated and averaged. Section III. Highest weight by design.
04 — Writing Standards

What a Strong Review Looks Like

The quality of what you write affects calibration, compensation, and feedback conversations. These standards apply to every review this cycle.

🔍
Use Evidence, Not Impressions
Ground every comment in observable behaviors and concrete results. If you cannot support a statement with a specific example or a consistent pattern, reconsider writing it.
📅
Avoid Recency Bias
The review covers 12 months. Reflect on Q1 and Q2 as carefully as Q4. Recent events — positive or negative — should not disproportionately shape the overall picture.
✍️
Be Specific, Not Vague
Replace phrases like "works hard" or "has room to grow" with specific descriptions of what was done, in what context, and with what result. Calibrators look for this specificity.
⚖️
Align Rating and Narrative
A comment describing exceptional performance must pair with a high rating. A comment noting struggles must not pair with a 4. Misalignment undermines credibility.
🎯
Distinguish Solid from Exceptional
A 3 with a well-written, honest narrative is a strong, fair review. Reserving 4s and 5s for genuine above-and-beyond performance is not harsh — it is accurate and fair to top performers.
🤝
Write Constructively
Development areas should be addressed respectfully, specifically, and forward-looking. The review is a professional document the employee will read — write accordingly.
05 — Pre-Submission

Manager Submission Checklist

Before submitting the Annual Review Template and increase spreadsheet, confirm the following. Click each item to mark as complete.

Completeness
All Employee Information fields are accurate
All goals are rated with substantive comments
Job Duties has a rating and supporting narrative
All six competencies are rated and commented on
Supervisor Comments section is complete
Column N (Proposed FY27 Annual Salary) is completed
Quality & Accuracy
All comments are specific and evidence-based
Ratings are consistent with written feedback
Performance assessed across the full 12 months
Rating of 5 used only for truly exceptional cases
Development areas addressed constructively
Tone is professional and fair throughout
Process Readiness
Review is ready for HR calibration
Increase recommendation aligns with rating
No additional columns added to the spreadsheet
New hires included for year-over-year tracking
Edge cases (role changes, PIPs) discussed with HR
Both documents submitted within HR deadline