Review cycles, 360s, PIPs, and comp notes on your payroll platform. When a termination is challenged, the trail already exists.
HR advisor drafts review templates and PIPs. Compliance lead audits language. Client success lead runs review cycles alongside your managers.
Four-phase cycle. Review templates and PIP language drafted by HR, stored in the HRIS, signed by the employee with timestamp.
SMART-goal templates scoped to role + department. Annual and quarterly cadences available. Comp bands optional.
Manager + self + 360 peer reviews. Calibration sessions. Comp recommendations tied to rating + budget.
PIP templates drafted with legally-defensible language. Milestone check-ins logged. Employee acknowledgement + signature captured.
Final counseling memo, manager statement, HR reason code. Stored with all prior reviews + PIPs. Ready if claim or EEOC charge lands.
Questions about the process? Let’s talk →
Your HR specialist drafts the documents. Your managers run the conversations. The HRIS keeps the trail.
REVIEW TEMPLATES
SMART-goal templates scoped to role and department. Annual and quarterly cadences. 90-day new-hire reviews. Anniversary reviews. Pick the rhythm your business actually runs.
4 cadencesAnnual, quarterly, 90-day, anniversary
GOALS + 360 REVIEWS
Goals tied to job description and department OKRs. 360-degree peer reviews with anonymous workflow. Calibration sessions prevent inflated ratings that won't survive audit.
2-3×Top-performer retention · goals tied to comp
COMP BENCHMARKING
Comp-band guidance pulled from salary-survey data scoped to your location, industry, and role family. Merit recommendations tied to ratings and budget, not manager gut.
Per geoSalary data · your market, your comp
PIP TEMPLATES
Your HR advisor drafts every PIP with behavior-specific language, concrete milestones, measurable outcomes, and required employee acknowledgement. Defensible under EEOC, state wage-and-hour, or wrongful-term claims.
$50K–$250KTypical wrongful-term defense · avoided
MILESTONE LOGGING
Every PIP check-in logged in the HRIS. Employee acknowledgement signed. Timestamps captured automatically. When someone asks "were they warned?" the file has dates.
SignedEvery check-in · timestamp + acknowledgement
TERMINATION PACKET
When termination happens, the full review record, PIP history, and coaching notes flow into the separation packet. If unemployment claim or EEOC charge lands, your file is already assembled.
Auto-assembledReview history · into separation + UE response
Send us a role + performance issue. Your HR specialist drafts the PIP with defensible language, milestone structure, and required employee acknowledgements.
“Scaling from 40 to 62 people in 14 months tested every HR system we had. VertiSource HR integrated with our HRIS, stood up recruiting support, and built offer letters and comp bands that hold up today. It felt like gaining a 3-person HR team.”
Every review and PIP stored on the employee's HRIS profile. When a termination happens, payroll pulls the record, benefits triggers COBRA, unemployment-claim response has the full paper trail.
Reviews, ratings, goals, PIPs, comp notes stored with versioning and audit log on the employee record.
Rating-driven merit increases + bonus decisions post to payroll on the agreed effective date.
Termination triggers pull the full review history into the separation packet automatically.
Want this for your team? Let’s talk →
Still have a question? Let’s talk →
Talk to HR specialists who draft defensible review documentation for 500+ small employers. PIP templates, calibration, terminations: handled end-to-end.
