Solved People Cloud Performance Review and Goals Help

An employee searches for solved people cloud performance review after receiving a reminder that a self-assessment is due.

The employee answers every question, rates each competency, adds comments about major accomplishments, and selects Save.

The review still shows In Progress.

Another employee submits a self-assessment but cannot see the manager’s rating. Someone else receives a review assigned to a former supervisor. A manager finishes all employee evaluations, yet HR says the review cycle remains incomplete because calibration and employee acknowledgment have not occurred.

These situations can involve several separate stages:

Review cycle created.
Employee assigned.
Goals imported or entered.
Competencies selected.
Self-assessment opened.
Employee comments saved.
Employee ratings completed.
Self-assessment submitted.
Manager evaluation completed.
Peer or 360 feedback collected.
Calibration performed.
Final rating approved.
Review discussion held.
Employee acknowledgment submitted.
HR finalized the review.
Development goals created.

The official product name is isolved People Cloud. The phrase solved people cloud is a common search variation that omits the initial letter “i.”

isolved currently offers Performance Management features including configurable review templates, self-evaluations, manager evaluations, peer feedback, 360 reviews, rating scales, continuous feedback, review tracking, goal alignment and talent insights. The employer determines which review steps, rating rules and visibility settings apply.

This is an independent informational guide. It is not operated by isolved or an employer. It cannot assign a review, change a rating, submit employee comments, approve a performance plan, determine compensation or collect People Cloud credentials.

Is Solved People Cloud the Official Name?

No.

The official name is:

isolved People Cloud

Employees may search for:

solved people cloud performance review
solved people cloud self assessment
solved people cloud goals
solved people cloud manager review
solved people cloud competencies
solved people cloud employee evaluation
solved people cloud 360 review
solved people cloud rating
i solved people cloud performance
isolved People Cloud Performance Management

These searches generally refer to the same HR and talent-management platform.

Employees should use the direct People Cloud route supplied by their employer or the official isolved login directory.

What Is isolved Performance Management?

isolved Performance Management is part of the broader People Cloud Talent Management environment.

Current official materials describe tools for:

Self-evaluations.
Peer evaluations.
Manager evaluations.
360-degree reviews.
Configurable review templates.
Custom rating scales.
Continuous feedback.
Review tracking.
Pulse surveys.
Talent grids.
Strength and skill-gap analysis.
Goal and expectation alignment.

Not every employer enables every feature.

One employer may use a simple annual review containing:

Three goals.
Five competencies.
One overall rating.
Employee comments.
Manager comments.

Another may use:

Quarterly check-ins.
Peer feedback.
360 reviews.
Development plans.
Calibration.
Compensation planning.
Succession analysis.
Nine-box talent grids.

A menu or function described on isolved’s public website may therefore be absent from an individual employee account.

Where to Find Performance Reviews

Navigation varies by employer.

Look for sections such as:

Performance.
Performance Management.
Reviews.
My Reviews.
Evaluations.
Talent.
Goals.
Check-Ins.
Action Items.
Tasks.
My Development.

A review may also appear through:

People Cloud dashboard.
Email notification.
Mobile employee experience.
Manager message.
Company bulletin.
Talent-management reminder.

The current People Cloud Mobile App is designed to provide connected access across HR, payroll, time and talent, although employer-specific mobile functionality varies.

Performance Menu Is Missing

Possible reasons include:

Employer does not use isolved Performance Management.
Review cycle has not opened.
Employee was excluded from the cycle.
Employment status is incorrect.
Employee opened the wrong employer profile.
Review is available only through a notification link.
Mobile access is limited.
Review was canceled.
Employee transferred after the cycle was created.
Manager or HR has not assigned the form.
Another performance platform is being used.

Useful request:

“I received a performance-review reminder, but no review task appears in People Cloud. Please confirm the review title, assigned employee profile, opening date, due date and correct access route.”

Do not create another People Cloud account to make the review appear.

Review Cycle

A review cycle is the full process used to collect and finalize performance information for a defined period.

A cycle can include:

Review period.
Employee population.
Review template.
Goals.
Competencies.
Rating scale.
Self-assessment.
Manager assessment.
Peer feedback.
Approval.
Calibration.
Employee acknowledgment.
Finalization.

Examples include:

Annual review.
Midyear review.
Probationary review.
30-day review.
90-day review.
Project review.
Promotion review.
Manager check-in.
Performance improvement review.

The review period and due date are not necessarily the same.

Example:

Performance period: January 1–December 31
Self-assessment due: January 15
Manager review due: January 31
Review meeting: February
Final acknowledgment: February 15

Review Period Versus Submission Date

Review Period

The time being evaluated.

Submission Date

The deadline for completing a stage of the review.

An employee completing a January review may be evaluating work performed during the prior calendar year.

Read:

Review title.
Performance period.
Self-assessment deadline.
Manager deadline.
Finalization date.

Do not describe accomplishments outside the stated period unless the form invites them.

Self-Assessment

A self-assessment allows the employee to describe performance from the employee’s own perspective.

It may include:

Goal results.
Competency ratings.
Key accomplishments.
Challenges.
Development needs.
Career interests.
Support requested.
Overall rating.
Open comments.

Official isolved materials describe self, peer and manager evaluations as part of its configurable performance-review environment.

The employee should provide evidence rather than only broad claims.

Weak:

“I performed very well.”

Stronger:

“I completed the client migration two weeks before the revised deadline, reduced unresolved tickets from 47 to 12 and documented the new support workflow for the operations team.”

How to Complete a Solved People Cloud Self-Assessment

A practical process is:

Open the official employer-provided People Cloud route.
Confirm the correct employer profile.
Open Performance or My Reviews.
Select the correct review cycle.
Confirm the review period.
Review every assigned goal.
Gather measurable results.
Review competency definitions.
Select ratings carefully.
Add factual supporting comments.
Describe obstacles without blaming unrelated people.
Identify development needs.
Review the overall assessment.
Save progress.
Complete all required fields.
Select Submit or Complete.
Wait for confirmation.
Verify the status changed from In Progress.
Retain permitted notes for the review discussion.

Do not include confidential customer, medical, payroll or disciplinary information unless the form and employer process specifically require it.

Saved Does Not Mean Submitted

This is a common review problem.

An employee can:

Enter every rating.
Write detailed comments.
Save the form.
Close the browser.

The review may remain:

Draft.
In Progress.
Employee Action Required.
Not Submitted.

Look for a final action such as:

Submit.
Complete Self-Assessment.
Send to Manager.
Finalize Employee Section.
Certify and Submit.

Useful request:

“My self-assessment contains all ratings and comments but remains In Progress. Please confirm whether a required field, certification or final submission step remains.”

Submitted Does Not Mean the Review Is Complete

After the employee submits, remaining stages can include:

Manager evaluation.
Peer feedback.
Second-level approval.
HR review.
Calibration.
Review meeting.
Employee acknowledgment.
Finalization.

The employee may therefore see:

Employee Complete — Manager Action Required

This does not necessarily indicate a system error.

Review Statuses

Possible statuses include:

Not Started.
Draft.
In Progress.
Employee Action Required.
Submitted.
Pending Manager.
Pending Peer Feedback.
Pending Approval.
Pending Calibration.
Ready for Discussion.
Pending Acknowledgment.
Completed.
Finalized.
Closed.

The exact labels depend on employer configuration.

Employee Cannot See Manager Comments

Possible reasons include:

Manager has not submitted.
Comments remain private until the review meeting.
HR approval is pending.
Calibration has not finished.
Manager comments are intentionally hidden.
Review was reopened.
Employee opened the self-assessment rather than the final form.
Employer allows only the final overall summary to be visible.

Useful request:

“My self-assessment is complete, but no manager ratings or comments are visible. Please confirm the current review stage and when the final evaluation becomes available to the employee.”

Do not ask a coworker to open manager-only review information.

Manager Cannot See Self-Assessment

Possible reasons include:

Employee saved but did not submit.
Review was submitted under another profile.
Manager assignment is wrong.
Review cycle uses blind or staged visibility.
Form synchronization is delayed.
Manager opened another review period.
Employee was moved to a different manager.

Useful request:

“My self-assessment shows Submitted, but my manager cannot access it. Please confirm the assigned manager, review cycle and submission record.”

Former Manager Receives the Review

This can happen when:

Review cycle was created before a transfer.
Reporting-line change was not processed.
Former manager is responsible for the evaluated period.
Existing reviews do not update automatically.
Performance manager differs from current HR manager.
Interim manager remains assigned.

Useful request:

“My performance review is assigned to my former manager after a department transfer. Please confirm who should evaluate the stated review period and reassign the review if appropriate.”

Do not submit a duplicate review unless HR instructs it.

Employee Had More Than One Manager

An employee may have reported to different managers during the review period.

Possible approaches include:

Current manager completes the full review.
Prior manager provides input.
Both managers complete separate sections.
HR consolidates feedback.
Review period is divided.
Project manager contributes peer feedback.

Ask HR how the employer handles split reporting periods.

Goals

Performance goals describe expected results.

Examples include:

Increase client retention.
Reduce processing time.
Complete certification.
Improve schedule accuracy.
Launch a project.
Reduce safety incidents.
Train team members.
Improve customer satisfaction.

isolved’s talent-management materials connect performance management with clear goals, regular reviews and employee progress tracking.

A strong goal usually identifies:

Expected result.
Measurement.
Deadline.
Scope.
Relevant business purpose.

Goal Statuses

Possible goal statuses include:

Not Started.
In Progress.
On Track.
At Risk.
Completed.
Exceeded.
Deferred.
Canceled.
Not Applicable.

A completed goal can still remain unapproved until the manager reviews it.

Goal Progress

Progress may be entered as:

Percentage.
Milestone.
Numeric result.
Written update.
Completion status.
Manager evaluation.

Example:

Goal: Reduce average ticket response time to four hours
Starting result: 7.2 hours
Current result: 4.3 hours
Progress: 92%

Do not select 100% merely because the deadline arrived.

Goal Was Changed Midyear

A goal can change because of:

Business priorities.
Department transfer.
Resource reduction.
Customer cancellation.
New manager.
Project delay.
Regulatory change.
Role change.

Document:

Original goal.
Change date.
Revised expectation.
Reason.
Approving manager.

Useful request:

“My original goal was replaced after the department reorganization, but the review still scores the old target. Please update the applicable goal or document the approved revision before final rating.”

Goal Is Missing

Possible reasons include:

Goal was never assigned.
Employee opened the wrong review cycle.
Goal belongs to another period.
Transfer removed the goal.
Manager saved but did not publish it.
Goal is included only in a development plan.
Review template does not import goals automatically.

Useful request:

“The review asks me to assess goals, but my approved annual goals do not appear. Please confirm whether they must be imported, added manually or reviewed in another section.”

Duplicate Goal

Duplicates can result from:

Employee and manager both created it.
Review cycle imported it twice.
Goal was copied from a prior period.
Transfer created another assignment.
Revised version did not replace the original.

Do not rate both without checking which version controls.

Goal Weight

Some employers assign different weights to goals.

Example:

Revenue goal: 40%
Client retention: 30%
Process improvement: 20%
Development goal: 10%

The overall goal score can therefore differ from a simple average.

Ask how weights affect the final result.

Competencies

Competencies describe behaviors, skills or capabilities expected in the role.

Examples include:

Communication.
Collaboration.
Accountability.
Customer focus.
Leadership.
Problem solving.
Technical knowledge.
Adaptability.
Decision-making.
Safety.
Integrity.

A competency rating should be based on the employer’s definition, not only the competency title.

Job-Specific Competencies

Different roles can receive different competencies.

Examples:

Manager

Coaching.
Delegation.
Performance management.
Strategic planning.
Decision-making.

Customer-Service Employee

Communication.
Resolution quality.
Product knowledge.
Customer empathy.
Documentation.

Technical Employee

Technical accuracy.
Troubleshooting.
Security.
Documentation.
Project delivery.

A missing or irrelevant competency may indicate that the wrong review template was assigned.

Wrong Review Template

Signs include:

Manager questions assigned to individual contributor.
Sales goals assigned to operations employee.
Wrong department competencies.
Incorrect language.
Prior job title.
Wrong location.
Probationary form used for annual review.

Useful request:

“My review contains goals and competencies for a different role. Please confirm the assigned template, position and review population before I submit ratings.”

Rating Scale

The employer can configure its own rating scale.

Possible examples include:

1 to 5.
1 to 10.
Needs Improvement to Exceeds Expectations.
Developing to Expert.
Unsatisfactory to Outstanding.
Meets or Does Not Meet.
Yes or No.
Open-text only.

isolved specifically describes configurable rating scales and review templates.

Do not assume a rating of 3 is negative.

In many systems, 3 can mean Meets Expectations.

Read the definition attached to each level.

Self-Rating Versus Manager Rating

The employee and manager may select different ratings.

Example:

Employee: Exceeds Expectations
Manager: Meets Expectations

A difference does not necessarily indicate an error.

The review discussion should focus on:

Evidence.
Expectations.
Results.
Rating definitions.
Manager observations.
Development needs.

Do not change the self-rating merely to match the manager unless the employee agrees that the original rating was inaccurate.

Overall Rating

The overall score can be:

Manually selected.
Calculated from goals.
Calculated from competencies.
Weighted.
Adjusted during calibration.
Approved by HR.
Hidden from the employee until finalization.

The displayed rating may therefore differ from a simple average of visible sections.

Useful request:

“My section ratings average higher than the displayed overall rating. Please explain the weighting, rounding, calibration or manager override used.”

Required Comment

Some rating selections require a supporting comment.

Examples include:

Highest rating.
Lowest rating.
Goal not completed.
Competency not applicable.
Rating changed after calibration.
Performance concern.

The employee should explain:

What happened.
Evidence.
Impact.
Relevant period.
Improvement or next step.

Avoid vague statements such as:

“I deserve a five.”

Writing a Strong Self-Assessment

A useful self-assessment generally includes:

Result

What was completed?

Evidence

What measurable outcome supports it?

Impact

Why did it matter?

Context

What constraints or changes affected the work?

Next Step

What should happen next?

Example:

“I redesigned the monthly reconciliation workflow and reduced average completion time from four business days to two. The process eliminated three recurring spreadsheet errors and allowed finance to close reporting earlier. During the next cycle, I plan to automate the remaining manual validation step.”

Describing Challenges

A self-assessment can discuss obstacles without turning into an accusation.

Weak:

“The manager ruined the project.”

Stronger:

“The project scope changed twice after development began, requiring rework and extending testing. For future projects, a written scope-approval step before development would reduce avoidable revisions.”

Formal misconduct or retaliation concerns should be submitted through the employer’s appropriate HR or compliance process rather than relying only on a performance-review comment.

Accomplishment Evidence

Useful evidence can include:

Revenue.
Cost reduction.
Completion rate.
Customer satisfaction.
Error reduction.
Response time.
Project milestone.
Safety result.
Training completion.
Productivity.
Attendance improvement.
Quality score.

Do not enter confidential customer data when a summarized result is sufficient.

Development Needs

A development section can identify:

Technical skill.
Leadership ability.
Communication.
Certification.
Product knowledge.
Project management.
Time management.
Presentation skills.
Coaching.
Cross-functional experience.

Describe the support required.

Example:

“To prepare for a team-lead role, I would benefit from completing manager fundamentals training and leading one cross-functional project during the next review period.”

Development Goal Versus Performance Goal

Performance Goal

Focuses on a business or role result.

Development Goal

Focuses on building a capability.

Example performance goal:

Reduce invoice-processing errors by 20%.

Example development goal:

Complete advanced accounting-systems training and lead two process-review sessions.

Both can appear in the same review.

Continuous Feedback

Performance management does not have to occur only once per year.

isolved describes continuous feedback as part of its performance tools, allowing employee growth conversations beyond formal review cycles.

Continuous feedback may include:

Manager notes.
Employee requests.
Check-ins.
Recognition.
Coaching comments.
Goal updates.
Development discussions.

A feedback note does not necessarily change the official annual rating.

Check-In

A check-in can be a shorter structured conversation covering:

Progress.
Priorities.
Obstacles.
Support.
Development.
Workload.
Goal changes.

A completed check-in may remain separate from the annual review.

Do not assume earlier check-in comments automatically transfer into the final evaluation.

Peer Feedback

Peer feedback can provide input from coworkers who observed the employee’s work.

Possible questions include:

Collaboration.
Reliability.
Communication.
Technical contribution.
Leadership.
Customer support.
Project participation.

Official isolved materials describe peer evaluations as one available performance-management method.

The employer decides:

Who selects peers.
Whether comments are anonymous.
Whether employees see responses.
Whether ratings affect the final score.
How many responses are required.

360 Review

A 360 review can collect feedback from several perspectives.

Possible participants include:

Employee.
Direct manager.
Peers.
Direct reports.
Project leaders.
Internal customers.
External stakeholders where configured.

isolved’s current performance page specifically lists 360 reviews as part of its configurable review environment.

A 360 review is not automatically anonymous.

Read the employer’s instructions.

Peer Feedback Is Missing

Possible reasons include:

Reviewer has not submitted.
Peer invitation expired.
Minimum number of reviews is required.
Manager has not selected reviewers.
Feedback remains hidden.
Employee is not allowed to view individual responses.
Review cycle was finalized without all requested feedback.

Useful request:

“My review shows peer feedback pending. Please confirm whether the requested reviewers submitted, whether a minimum response count applies and whether the delay blocks finalization.”

Another Employee’s Review Appears

Stop viewing it.

Do not:

Read comments.
Change ratings.
Submit feedback.
Download the review.
Contact the employee.
Share screenshots.

Notify HR or employer security immediately.

Performance reviews can contain private information involving:

Ratings.
Compensation recommendations.
Development needs.
Manager comments.
Corrective feedback.
Promotion discussion.
Succession planning.

Calibration

Calibration is a process in which leaders or HR review ratings for consistency across teams or employee groups.

Possible purposes include:

Apply rating definitions consistently.
Compare evidence.
Reduce rating inflation.
Identify outliers.
Review high and low ratings.
Align talent decisions.
Discuss development needs.

isolved’s performance materials describe review tracking and talent-grid tools that help leaders assess strengths, skill gaps and high-potential employees.

The employee may not participate directly in calibration.

Rating Changed After Calibration

A rating can change between manager draft and final review.

Possible reasons include:

Rating definition applied differently.
Goal weighting corrected.
Leadership review.
Comparison with role expectations.
HR correction.
Manager reconsideration.
Evidence added.

Useful request:

“My final rating differs from the rating discussed earlier. Please explain whether it changed during calibration, who approved the change and which evidence or rating standard was applied.”

Nine-Box Talent Grid

A nine-box grid is commonly used to compare performance and potential.

Official isolved performance materials identify a nine-box talent-grid tool among the available leadership insights.

A nine-box placement may be used for:

Succession planning.
Development.
Leadership discussion.
Talent review.
Retention planning.

It should not automatically be interpreted as:

Guaranteed promotion.
Final compensation decision.
Disciplinary action.
Public employee ranking.

Ordinary employees may not be able to view the grid.

Employee Acknowledgment

After the manager discussion, the employee may be asked to acknowledge the review.

Acknowledgment can mean:

Review was received.
Discussion occurred.
Employee had access to comments.
Employee can add a final statement.

It does not necessarily mean the employee agrees with every rating.

Read the exact acknowledgment language.

Employee Disagrees With the Review

Possible steps include:

Review the rating definitions.
Identify factual errors.
Gather supporting evidence.
Ask the manager for clarification.
Add an employee comment where allowed.
Follow the employer’s appeal or review procedure.
Contact HR for material inaccuracies.
Preserve the final review.

Avoid personal attacks.

Focus on:

Incorrect facts.
Missing accomplishments.
Conflicting expectations.
Rating methodology.
Approved goal changes.
Relevant evidence.

Acknowledgment Versus Agreement

An acknowledgment can confirm receipt without agreement.

However, the exact certification controls.

Useful request:

“The system asks me to acknowledge the review. Please confirm whether acknowledgment records receipt only or whether it represents agreement with the ratings.”

Employee Comment After Review

Some employers allow a final employee statement.

A useful disagreement comment can be:

“I acknowledge receipt of the review. I disagree with the rating for Project Delivery because the final project date was revised and approved after the client expanded the scope. The revised deadline was met, and the change approval is documented in the project record.”

Avoid:

“This review is a lie.”

Review Is Locked

A review may lock after:

Employee submission.
Manager submission.
Calibration.
Employee acknowledgment.
HR finalization.
Review-cycle close.

When a factual error exists, HR may need to:

Reopen the review.
Return it to the employee.
Return it to the manager.
Add an amendment.
Void and recreate the review.
Attach an employee statement.

Do not edit a downloaded copy and treat it as the official record.

Self-Assessment Submitted by Mistake

Contact HR or the review administrator promptly.

Useful request:

“I submitted my self-assessment before completing the final comments. Please confirm whether it can be returned to me before the manager evaluation begins.”

Do not create another review.

Review Deadline Passed

Contact the manager or HR.

Provide:

Review title.
Due date.
Current status.
Reason for delay.
Requested action.

The employer may:

Extend the deadline.
Reopen the form.
Return the review.
Complete an administrative override.
Continue without the employee section.

Do not change the device date or use another employee’s link.

Review Reminder Continues After Submission

Possible reasons include:

Reminder batch was generated earlier.
Manager section is still pending.
Another review has a similar title.
Submission did not synchronize.
Employee acknowledgment remains.
Duplicate employee profile.
Review was reopened.
Dashboard did not refresh.

Provide the submission date and current status rather than resubmitting repeatedly.

Review Disappeared

Possible reasons include:

Review moved to History.
Cycle was closed.
Review was canceled.
Employee opened another employer profile.
Manager or HR returned it.
Filters hide completed reviews.
Review was replaced.
Employee transferred.

Check:

Active Reviews.
Completed.
History.
Archived.
Prior Periods.
Tasks.

Performance Review and Compensation

A performance review may influence compensation, but the review itself does not guarantee:

Raise.
Bonus.
Promotion.
Equity award.
New title.
Immediate pay change.

isolved offers separate Compensation Management capabilities that can connect performance information with structured merit and incentive workflows.

Compensation decisions can also depend on:

Budget.
Pay range.
Market data.
Tenure.
Internal equity.
Promotion.
Company performance.
Approval.
Effective date.

High Rating but No Raise

Possible reasons include:

No compensation cycle.
Budget restrictions.
Employee is near range maximum.
Raise occurs later.
Review and pay cycles are separate.
Promotion criteria are different.
Company policy.
Compensation approval remains.

Ask for the compensation process rather than assuming People Cloud failed.

Raise Approved but Pay Did Not Change

A performance or compensation screen can show an approved increase with a future effective date.

Check:

Effective date.
Pay period.
Payroll cutoff.
New rate.
Retroactive amount.
Legal employer.
Employee profile.

Useful request:

“My compensation notice shows an approved increase effective August 1, but the completed paycheck still uses the prior rate. Please review the effective date, payroll cutoff and rate applied.”

Performance Improvement Plan

A performance improvement plan, sometimes called a PIP, is not the same as an ordinary annual review.

It can include:

Specific concerns.
Required improvements.
Measures.
Support.
Review dates.
Consequences.
Employee acknowledgment.

The employer determines whether the plan appears in People Cloud or another HR process.

For legal or employment-right questions about a specific plan, qualified advice may be appropriate.

Review Contains Incorrect Disciplinary Information

Contact HR promptly.

Do not approve or acknowledge factual statements without reviewing the certification language.

Provide:

Specific incorrect statement.
Supporting record.
Correct date.
Requested correction.
Employee comment where permitted.

Avoid deleting or altering the original document.

Performance Review Privacy

Reviews can contain sensitive information such as:

Ratings.
Manager opinions.
Goal results.
Promotion readiness.
Compensation recommendations.
Development needs.
Corrective feedback.
Succession discussion.

Use:

Official People Cloud route.
Trusted device.
Secure connection.
Strong password.
Multi-factor authentication.
Private storage for downloaded copies.

Do not email a complete review to a personal account unless employer policy permits it.

Manager Sees the Wrong Employee

A manager should stop reviewing the record.

Do not:

Rate the employee.
Read private comments.
Download the review.
Forward it.
Ask the employee about it.
Complete the form.

Notify HR or the People Cloud administrator.

Employee Can Edit Manager Ratings

Unexpected access to manager-only ratings or comments can indicate a permission problem.

Do not use that access.

Ask the employer to preserve:

Permission history.
Review audit trail.
Rating changes.
Login activity.

Unauthorized Review Submission

Warning signs include:

Self-assessment marked submitted without employee action.
Unknown comments.
Ratings changed.
Employee acknowledgment recorded.
Review finalized unexpectedly.
Email or phone changed.
Unexpected authentication code.

Take these steps:

Contact HR and the review administrator.
Secure the People Cloud account.
Change the password.
Review authentication methods.
Secure the connected email.
Ask the employer to preserve review activity logs.
Request a copy of the affected review.
Obtain an incident reference.

Solved People Cloud Review Phishing

A fraudulent message may claim:

Employee must log in immediately to avoid termination.
Manager needs the People Cloud password.
A verification code is required to release the rating.
A fee is required to access the final review.
Banking information is needed for a merit increase.
Gift cards are required for a leadership exercise.
Remote-access software must be installed.

Open People Cloud independently through the employer-provided route.

A legitimate performance-review process should not require:

Current People Cloud password shared with another person.
One-time authentication code shared with a caller.
Online banking password.
Debit-card PIN.
Gift cards.
Cryptocurrency.
Remote control of the employee’s device.

Fake Compensation Notice

A scammer can imitate a performance or raise notification.

Before opening it, verify:

Employer.
Official domain.
Review cycle.
Manager.
Expected timing.
Whether the task appears inside People Cloud.

Do not enter payroll credentials into a compensation document reached through an unfamiliar advertisement or shortened link.

Useful Missing-Review Request

“I received a performance-review reminder, but no review appears in People Cloud. Please confirm the review title, assigned employee profile, review period, due date and correct access route.”

Useful Incomplete-Self-Assessment Request

“My ratings and comments are saved, but the self-assessment remains In Progress. Please identify any required field, certification or final submission step.”

Useful Wrong-Manager Request

“My review is assigned to a former or incorrect manager. Please confirm who should evaluate the stated review period and reassign the review if necessary.”

Useful Goal Request

“My approved goals do not appear in the review. Please confirm whether they must be imported, entered manually or reviewed through another performance section.”

Useful Rating Request

“My overall rating does not match the visible section ratings. Please explain the weighting, rounding, calibration or manager override used.”

Useful Final-Review Request

“My self-assessment and manager evaluation are complete, but the review remains open. Please identify whether calibration, approval, discussion or employee acknowledgment remains.”

Useful Disagreement Request

“I acknowledge receiving the review but dispute specific factual statements. Please provide the approved process for adding an employee response or requesting correction.”

Useful Security Request

“A review, rating, comment or acknowledgment was submitted without my authorization. Please secure the account, preserve the performance-review audit history and provide the affected record.”

These messages provide useful details without exposing passwords, authentication codes, confidential peer feedback or another employee’s performance information.

Who Should Handle Each Issue?

Contact the Manager About:

Goal expectations.
Accomplishments.
Rating explanation.
Development needs.
Feedback.
Review discussion.
Support needed.

Contact HR or the Performance Administrator About:

Missing review.
Wrong template.
Wrong manager.
Review deadline.
Calibration.
Locked review.
Employee acknowledgment.
Factual correction.
Unauthorized submission.
Review-history access.

Contact Compensation Administration About:

Merit increase.
Bonus.
Pay range.
Effective date.
Compensation statement.
Approved rate change.

Contact IT or the People Cloud Administrator About:

Missing Performance menu.
Login issue.
Blank review.
Submission error.
Wrong employee profile.
Permission problem.
Unauthorized access.

The employer controls employee-specific review assignments, ratings, deadlines, visibility, calibration and final records. isolved provides the performance-management technology.

Frequently Asked Questions

Is Solved People Cloud the Official Name?

The official name is isolved People Cloud. “Solved People Cloud” is a common search variation.

Does isolved Support Performance Reviews?

Yes. Current official materials describe self, peer and manager evaluations, configurable templates, rating scales and 360 reviews.

Can Employees Complete Self-Assessments?

Yes, when the employer includes an employee-evaluation stage in the review cycle.

Does Saving a Self-Assessment Submit It?

Not necessarily. The employee may still need to select Submit or Complete Self-Assessment.

Why Can’t I See the Manager Rating?

The manager may not have submitted, calibration may remain or visibility may be restricted until finalization.

Why Is My Former Manager Assigned?

The review may have been created before a transfer, or the former manager may be responsible for part of the review period.

Does isolved Support 360 Reviews?

Yes. isolved currently lists 360 reviews as a Performance Management capability.

What Is Calibration?

It is a leadership or HR review intended to improve consistency in how ratings are applied across employees or teams.

Does Acknowledgment Mean I Agree?

Not always. Read the exact certification. It may confirm only that the employee received or discussed the review.

Why Did My Rating Change?

Possible reasons include manager revision, weighting, calibration, approval or correction.

Does a High Rating Guarantee a Raise?

No. Compensation can use a separate workflow involving budget, pay ranges, approvals and effective dates.

Can Public isolved Support Change My Rating?

No. The employee’s employer controls performance-review records and decisions.

Should My Manager Ask for My Password?

No. Managers and administrators can access assigned review workflows without needing the employee’s password or authentication code.

Final Point

A solved people cloud performance review should be followed through the entire review cycle rather than judged only by whether the employee completed the self-assessment.

The employee should distinguish among:

Review assigned.
Goals reviewed.
Competencies rated.
Comments saved.
Self-assessment submitted.
Manager evaluation completed.
Peer feedback collected.
Calibration completed.
Final rating approved.
Review discussion held.
Employee acknowledgment submitted.
Review finalized.
Development goals created.

The safest process is:

Use the official employer-provided People Cloud route.
Confirm the correct review cycle and period.
Review goal and competency definitions.
Support ratings with measurable evidence.
Complete every required field.
Select the final submission action.
Confirm the assigned manager.
Monitor remaining review stages.
Ask how ratings and weights are calculated.
Review the final manager comments.
Understand the acknowledgment language.
Add a factual employee response where needed.
Distinguish the performance review from compensation approval.
Report unauthorized review activity immediately.
Never share a People Cloud password or authentication code.

Official isolved materials confirm that Performance Management can support configurable templates, self, peer and manager evaluations, 360 reviews, rating scales, continuous feedback, review tracking, talent insights and goal alignment. The employer remains responsible for review design, manager assignment, rating definitions, calibration, employee visibility, compensation decisions and record retention.

This independent website does not operate isolved or People Cloud, submit self-assessments, change ratings, collect peer feedback, finalize reviews, approve compensation or collect employee credentials.

Sources Consulted

This article was researched using current official isolved Performance Management, Talent Management, Compensation Management, People Cloud login, Mobile App and HCM materials. Review templates, rating scales, goal weighting, calibration, peer-feedback visibility, compensation links, employee acknowledgment and access permissions can differ by employer.