The different steps of the review

This article is intended for: 

In this article:

• Step 1 — Accessing reviews
  • As a manager
  • As an employee
• Step 2 — Preparing the review
  • As a manager
  • As an employee
• Step 3 (if configured) — Skills assessment
• Step 4 — The face-to-face review
• Step 5 — The final evaluation
• Step 6 — Validation
  • As a manager
  • As an employee
  • Administrative validation
• Step 7 — Amendment

Step 1 — Accessing reviews

The employee and the manager each prepare the review on their side: answering questions, assessing skills, and suggesting a date.

As a manager

Access: Entretien individuel > Entretiens de mon équipe

The manager views the list of all reviews they are responsible for. They can filter them by period, employee, campaign name, review type, or status.

For each review, they can:

• Access the details to complete their preparation by clicking on the line.
• Propose or accept a review date via the dedicated buttons.
• Access additional options: mark as completed, print (the PDF is sent by email), or delete the review.

As an employee

Access: Ma fiche salarié > Entretiens

The employee views their ongoing and past reviews from the Mes entretiens menu. Upcoming reviews are also accessible from the Entretien card on the home page. They click on the review currently in preparation to start answering the questions.

Step 2 — Preparing the review

As a manager

In the Questionnaire tab, the manager prepares their answers. For each question:

• The field is open if they need to answer as manager.
• The mention “Ne doit pas préparer cette réponse” is displayed if the question is reserved for the employee.
• The employee's answer is visible if they shared it, otherwise the mention “N'a pas partagé sa réponse” appears.
• The “Synthèse à venir” section will be completed during the face-to-face review.

Once preparation is complete, two options are available:

• Leave the review as is — answers are saved automatically.
• Share their answers with the employee by checking the desired boxes (Questionnaire, Évaluation des compétences, Évaluation objectifs précédents…) then clicking “Partager avec le collaborateur” in the Avancement section.

In the Objectifs précédents tab, the manager finds the objectives set during the previous campaign and can evaluate them (not achieved, achieved, or exceeded). If multiple source campaigns are detected, they can select which one to use.

In the Nouveaux objectifs tab, they can anticipate new objectives for their employee, which can be adjusted during the review.

As an employee

In the Questionnaire tab, the employee prepares their answers. The process is symmetrical to that of the manager:

• The field is open if they need to answer as the evaluatee.
• The mention “Ne doit pas préparer cette réponse” is displayed if the question is reserved for the manager.
• The manager's answer is visible if they shared it, otherwise “N'a pas partagé sa réponse” appears.
• The “Synthèse à venir” section will be completed by the manager during the review.

Once preparation is complete, the employee can leave the review as is or share their answers with their manager via “Partager avec le manager” in the Avancement section.

Step 3 (if configured) — Skills assessment

If this step was activated by the administrator when creating the campaign, the employee and the manager each assess the skill levels associated with the employee's job.

Each person can then choose to publish their pre-assessment by checking the “Évaluation” box and clicking “Partager avec…” in the Avancement section.

📝 Note: if no review date has been set yet at this stage, you must suggest one to continue the process.

Step 4 — The face-to-face review

The review takes place at the date and time agreed in Eurécia. If pre-assessment was configured, the manager and employee compare their respective evaluations.

You can print the preparation outline to follow the course of the review and ensure no points are missed.

Once the review is finished, the manager clicks “Entretien effectué — Démarrer compte rendu” to move to the next step.

Step 5 — The final evaluation

The Compte-rendu step is displayed after starting the review:

A window automatically appears presenting the available actions:

📝 Note: as the review manager, check “Rendre mes évaluations de compétences visibles pour le collaborateur dès maintenant” to apply the assessment prepared during the preparation phase to the started review.

The manager then enters, in consultation with their employee:

• Questionnaire — the summary for each question.
• Évaluation des compétences — the level achieved for each skill (if configured).
• Objectifs précédents — the evaluation of each past objective.
• Nouveaux objectifs — upcoming objectives and the means to achieve them.
• Conclusions — concluding elements (if configured).
• Annexes — any useful document to attach to the review.

📝 Note: did you forget something in the previous step? Click “Remettre en préparation” to reopen the review and make your corrections.

Step 6 — Validation

As a manager

Once all items have been filled in, the manager clicks “Valider l'entretien” to close it:

An informational window is displayed explaining the consequences of this action:

The review is then sent to the various configured validation levels. Tracking is directly visible in the review:

📝 Note: as in the previous step, you can reset the review to preparation in case of an omission, using the dedicated button.

As an employee

After submission by the manager, the employee can approve or contest the review:

In the event of a contestation, the employee must state the reasons for their refusal, which will be communicated to the manager:

The reason is then entered in the dedicated box:

The validation history updates until both parties reach an agreement:

Administrative validation

As an administrator, you can administratively close any unapproved review whose status is “Effectué” or “À valider”.

To do this, access the relevant campaign, select the desired review, and click “Clôturer l'entretien”.

You will then need to:

• enter a comment (mandatory);
• choose whether you want to carry over objectives and/or skill assessments into the next campaign;
• choose to notify of the closure via notification to the manager and/or evaluatee;
• then confirm your choice to complete the closure.

Once completed, it will automatically be logged in the review's action history, along with the validator's name, date, reason, and any carried-over items:

Step 7 — Amendment

If new objectives are added during the year or if some were forgotten, you can create an amendment to the review. All information is available in the dedicated article: Create an amendment to objectives.

Keywords: review · annual · professional · steps · assessment · objectives · new objectives · previous objectives · questionnaire · skills · preparation · validation · contestation · manager · employee · supervisor · summary · conclusion · amendment · PDF