Managers Only
Internal Use Only
2026 Mid-Year Performance Reviews
A visual guide for completing manager evaluations in ADP, from receiving your notification to holding your 1:1 review conversation and acknowledging in ADP.
Key Dates
June 4, 2026
Evaluation opens
ADP emails sent
June 30, 2026
Everything due
submit, 1:1, acknowledge
Managers Only
Read this fully before opening ADP. Two things must be clear before you evaluate anyone.
⚠️ Complete Your Own Self-Assessment First
Complete your own self-assessment before evaluating your direct reports. Your self-awareness as a leader sets the standard you hold for others.
⚠️ Independent Judgment Standard
The employee's self-assessment responses will be visible on each question screen once they have submitted. Your evaluation must reflect your independent professional judgment, not a reaction to what they wrote. The Parcion standard is to write your assessment based on what you observed and what they delivered over the first half of 2026.
End-to-End Process
Before you start, understand the full process so there are no surprises.
Step 01
Receive ADP Email
Starting June 4, you receive one email per direct report. Subject: "Provide feedback for 2026 Parcion Review Cycle." One email per person.
Step 02
Employee Submits
Their responses become visible on your question screens. You may begin drafting but do NOT submit until they have submitted.
Step 03
You Submit Evaluation
Complete and submit your manager evaluation for each direct report by June 30. Reviews are released to employees as they are submitted.
Step 04
Hold Your 1:1
Once everyone has submitted, hold your review conversation with each direct report. Be sure to complete these before June 30. Schedule NOW, calendars fill fast.
Step 05
Both Parties Acknowledge
Both you and your direct report acknowledge in ADP by June 30. This saves the review permanently to their employee profile.
ADP Walkthrough
Follow these steps for each direct report. Complete one evaluation at a time.
Watch for Your Email
On June 4, 2026 you will receive one email per direct report from ADP. The subject line and content are different from the employee email, it specifically names the person you are evaluating.
Manager ADP email, note the subject line and direct report's name in the body
What to Look For
Subject line: "Provide feedback for 2026 Parcion Review Cycle"
Body: Names your specific direct report: "The review form…for [Employee Name] is now available for you to evaluate."
Action: Click "Take me to Performance Dashboard" or go directly to workforcenow.adp.com/theme/index.html?resource=mgrPerformance
⚠️ Note
You will receive one separate email for each direct report. Each opens their individual evaluation form.
Performance Dashboard
When you click the email link you will land on the Performance Dashboard. As a manager you are taken to the Process view showing your active Review Cycles, this is different from the employee dashboard.
Review Cycle Detail, showing the 2026 Parcion Review Cycle with employee review cards
What You See
The Review Cycle Detail page showing "2026 Parcion Review Cycle" with a Reviews table listing each direct report, their reviewer name, review milestone, and milestone status.
Click the employee's name (e.g. Feldman, Lauren) in the Employee Name column to open their evaluation form.
Return to this page after each submission to begin the next direct report's evaluation.Review Form
You will land on the Review Form for that specific employee. The header shows their name, title, evaluation period, and two status badges: Reviewer Assessment and Employee Assessment, so you can see both statuses at a glance.
Manager Review Form, Introduction page showing employee name, dual status badges, and 5-step process
Key Differences from the Employee Form
• Employee's name and title appear at the top, not yours
• Two status badges: Reviewer Assessment AND Employee Assessment
• "View job description" link, use this to reference their role while evaluating
• The Introduction shows the manager-specific 5-step process
Questions Section
The Questions section contains the same 7 questions the employee answers, but you are evaluating them as their manager. The left nav shows all questions and your progress.
Questions section, left nav showing all 7 questions with manager Instructions for Questions text
Individual question view, Employee Response field and Reviewer Response comment box
👁 What You'll See on Each Question
• The question text at the top
• "Employee Response": shows "No response" until the employee submits, then shows their actual answer
• "Reviewer Response": your comment box with rich text formatting toolbar
• "Add attachment": attach supporting documents, project examples, emails, or performance data that support your evaluation
⚠️ Integrity Standard
If the employee has already submitted when you begin, their responses will be visible. Write your assessment based on what YOU observed and what they delivered, not as a reaction to what they wrote. Your evaluation must reflect your independent professional judgment. This is the Parcion standard.
💾 Autosave
ADP saves your work automatically. "Last Saved [time]" appears top right. You can exit and return without losing progress using the "Save and exit" button at the bottom of any page.
After Question 7
After Q7, click Next to reach Overall Comments. This is your high-level summary of this person's performance, the first thing they will read when their review is released.
Overall Comments, Reviewer Response box, Add attachment option, Save and exit button visible
What to Write
A clear, honest 3–5 sentence summary covering: where they are in their development, their greatest strength with evidence, their most important growth edge, and what you're expecting from them in H2.
Tone
Direct, caring, and developmental. This is not the place for hollow praise or softened feedback. Your team member deserves clarity.
Final Review
The Summary page shows every question with both the Employee Response and your Reviewer Response side by side. Review everything carefully before submitting.
Summary page, dual responses visible, warning banner, Send reminder to employee button, Submit bottom right
⚠️ Yellow Warning Banner
"The employee hasn't submitted their assessment. It is recommended that reviewers submit their feedback only after the employee completes their assessment." This is informational, you can still submit.
🔔 Send Reminder to Employee
If the employee hasn't submitted yet, you will see a "Send reminder to employee" button on this page. Use it if you need to prompt them to complete before the June 30 deadline.
📌 Submission Order: What You Need to Know
ADP does not have a setting to hide employee responses from the manager reviewer. Once an employee submits, their responses are visible to you. The cleanest process for preserving evaluation independence is to complete and submit your evaluation before your direct report submits theirs. However, ADP warns that if you submit first, the employee may be temporarily restricted from submitting. We have flagged this with ADP support and will update the process once resolved.
Regardless of order, your evaluation must reflect your independent professional judgment based on what you observed. That is the Parcion standard and it does not change.
✏️ To Edit Any Response
Click the pencil icon on the right side of any question row before submitting. Confirm all 7 questions and Overall Comments show green checkmarks in the left nav.
Return to the Review Cycle Detail page and click the next direct report's name to begin their evaluation. Complete one per direct report.
After Submission
Once you submit your evaluation, your direct report is notified that their feedback is available in ADP. Reviews are released as they are submitted. This is when your review conversation happens.
Before the Conversation
Log back into ADP and read their self-assessment in full. Note where their self-perception aligns with yours, and where there are gaps. Those gaps are where the most valuable conversations happen.
During the Conversation
Ask them to share their perspective first. Listen before you lead. Walk through both evaluations together. End with 1–2 specific commitments for the second half of the year.
Acknowledge in ADP, Deadline June 30
After your meeting, both you and the employee must click Acknowledge in ADP to finalize the review. This saves it permanently to their employee profile.
Manager Standards
ADP presents seven evaluation questions, organized around Parcion's core values. Answer each one about your direct report with specificity, honesty, and independent judgment, grounded in what you observed over the first half of 2026.
You Are Assessing Themes, Not Cataloguing Incidents
You will not always have a single specific example for every question, and that is fine. Evaluate the consistent pattern of behavior you have observed over the first half of the year.
Question 4 is a good example. You may not recall one exact moment where the employee worked through a misalignment, but you can still speak to how they communicate and collaborate as a rule. Assess the theme, not one isolated event.
DRIVE FOR RESULTS: Looking at your goals and KPIs for the year, what progress are you most proud of?
Manager Standard
Lead with their most significant, measurable progress against this year's goals and KPIs. Choose the result that best shows what they are capable of.PERSONAL RESPONSIBILITY: Which of this employee's goals, KPIs, or deliverables are most at risk? Identify the gap and assess what actions they are taking - or should be taking - to course correct before year-end.
Manager Standard
Name the goal or deliverable most at risk, be specific about the gap, and assess whether their current actions will close it before year-end.INTEGRITY: Reflect on this employee's commitments to clients, colleagues, and the firm. Share a specific example where they demonstrated integrity in action during the first half of the year.
Manager Standard
Give a concrete example of integrity in action, what they did and why it mattered. Ground it in something you directly observed.COLLABORATION & COMMUNICATION: Working through misalignment is a true test of communication. Identify a situation where this employee faced misalignment with a colleague, client, or team - and evaluate how effectively they worked through it.
Manager Standard
Describe how they navigate misalignment, whether they surface and work through tension constructively. Use a real example, not an assumption.ORGANIZATIONAL RESPONSIBILITY: How has this employee represented Parcion's story and standard of excellence to clients, referral partners, or the broader community this year? Identify specific moments where their actions reflected, or had the opportunity to better reflect, the firm's brand and values.
Manager Standard
Point to specific moments where they represented Parcion externally, and note where they could carry the firm's brand and values further.LEGENDARY EXPERIENCE: The standard of legendary experience applies to every interaction, not just the ones with the highest visibility. How would you assess this employee's consistency in delivering world-class service, and what example best illustrates the way they bring that standard to life?
Manager Standard
Assess consistency across everyday interactions, not just high-visibility ones. Choose the example that best shows how they bring world-class service to life.GOALS, KPIs & LOOKING AHEAD: What are the top 2-3 outcomes you want this employee to achieve in the second half of 2026? Identify the priorities that will define a successful year and set clear expectations for what strong performance looks like heading into year-end.
Manager Standard
Name the top 2-3 outcomes you want them focused on for the second half, and set a clear, specific bar for what strong performance looks like by year-end.Quick Reference
Every date you need to stay on track.
| Date | Manager Action |
|---|---|
| June 4, 2026 | Watch for ADP emails, one per direct report |
| June 4 – June 30 | Complete evaluation for each direct report in ADP |
| June 4 – June 30 | Schedule 1:1 meetings with each direct report now, calendars fill fast |
| June 30, 2026 Deadline | All manager evaluations submitted in ADP (released to employees as submitted) |
| Before June 30 | After everyone submits, hold 1:1 review conversations with each direct report |
| June 30, 2026 Deadline | Acknowledge review in ADP with each direct report |
Quick Reference: Login Details
ADP Login: workforcenow.adp.com
Manager Dashboard: workforcenow.adp.com/theme/index.html?resource=mgrPerformance
ADP Email Sender: performance_notifications@adp.com
A Note from HR
The most important thing you can give your direct reports right now is not a rating, it's clarity. Clarity on where they stand, what they're building toward, and that you see them. Take this seriously. Prepare thoroughly. And show up to every review conversation ready to invest in the people who show up for Parcion every day.
With high expectations and full support · HR / People Operations · Parcion Private Wealth · 2026 Mid-Year Performance Reviews
Additional Resources
Everything you need to complete the mid-year review process on time.
Platform
ADP Manager Dashboard
Direct link to your Performance Manager view in ADP Workforce Now.
Employee Guide
Employee Self-Assessment SOP
The employee-facing SOP, useful context for understanding what your direct reports are working through.
Questions
Contact People Operations
Reach Montoya Hill directly at montoya.hill@parcionpw.com for any questions about the process, ADP access, or deadlines.