How to Set Up Performance Reviews in HR Cloud Software

Setting up performance reviews in HR Cloud's Perform module starts in the Cycles tab, then uses the Goals tab or the People tab when you need goal tracking or manual review assignment. The full process breaks into seven steps, from cycle creation through launch. Once the review structure and questions are decided, the software configuration itself is relatively contained — the part that actually takes planning isn't the software, it's deciding in advance what kind of review you're running, who participates, and how it should be scored, before you open the Cycles tab.

Performance reviews are easy to design for employees who sit at a desk and check email throughout the day. They're harder to get right when the managers running them are supervising a hospital floor, a retail location, a job site, or a classroom, and don't have the same day-to-day relationship with an inbox. The setup decisions below work the same way regardless, but the communication plan around them — covered in Step 7 — needs to account for how your actual managers work, not just how HR schedules the review.

Why Setup Matters Before You Launch a Cycle

A common way a performance review cycle stalls is an admin activating it before deciding on the review structure, then discovering a problem with the questions, rating scale, or reviewer setup after employees are already partway through submitting responses. HR Cloud doesn't let you quietly patch a one-time cycle while it's active — you have to deactivate it first, which stops any further tasks or notifications from going out. A recurring cycle can be edited without deactivating it, but the change only applies to future instances, not the one already running. Either way, a structural mistake caught after launch is disruptive to fix, which is the real argument for deciding the structure carefully in Step 1 rather than fixing it live.

HR Cloud's Perform app supports two fundamentally different cycle schedules. A "Common Date" cycle runs on fixed calendar dates for everyone included, which fits a company-wide annual or quarterly review where you want every employee reviewed in the same window. An "Anniversary Date" cycle times each review to the individual employee's start date instead, which fits a rolling 90-day new-hire review or a review tied to each person's individual work anniversary rather than a shared calendar date.

On top of the schedule, you're also choosing a review shape: a manager-only review, a self-and-manager review where the employee completes a self-assessment first, or a full 360-style review that adds peer feedback and direct-report feedback into the same cycle. Each of these has different setup requirements downstream, which is exactly why Step 1 below asks you to lock in the schedule and participation model before anything else gets configured. Deciding on that structure before you open the Cycles tab is what makes the rest of setup fast instead of iterative.

Getting this wrong has a real cost beyond an afternoon of reconfiguration. A one-time cycle with a structural problem has to be deactivated to fix at all, which halts every in-progress task for every participant, not just the piece that was wrong. A rushed setup decision doesn't just cost admin time to fix later — it can affect the whole cycle's momentum, and reviews already submitted before the problem was caught can't be redone.

What This Replaces: Manual Review Tracking vs. a Configured Cycle

Before a system like Perform, most HR teams ran performance reviews through some combination of shared documents, email reminders, and a spreadsheet tracking who still owed a review. That approach works at a small enough scale, but it breaks down in three predictable ways as a company grows: reminders depend on someone remembering to send them, there's no single place to see which reviews are overdue across the whole company, and peer or 360 feedback in particular tends to get lost in email threads rather than landing in the employee's actual record. Every step in this guide — the automatic reviewer-assignment email in Step 3, the manual-assignment fallback in Step 5, the cycle-status controls in Step 6 — exists specifically to remove one of those manual failure points. The setup work described here is what buys back the tracking and reminder work a spreadsheet-based process would otherwise require someone to do by hand, every single cycle.

Perform doesn't run in isolation, either. It's one module inside HR Cloud's broader HRIS platform, which is why a new hire's profile and initial role data can already exist in the system by the time you're building their first review cycle, rather than being entered a second time by hand.

If you're still deciding whether Perform is the right fit before setting any of this up, see how HR Cloud compares against other performance management platforms before committing to a cycle structure.

Common Date vs. Anniversary Date Cycles: Which Should You Use?

If you're not sure which to use, match it to what you're actually reviewing: a company-wide check-in belongs on Common Date, and anything tied to an individual employee's tenure — a first 90 days, a one-year mark — belongs on Anniversary Date. Running both at once, for different purposes, inside HR Cloud is normal; you don't have to pick only one model for the whole company. A retail chain with high turnover in frontline roles, for example, might run an Anniversary Date 90-day review for every new hire while also running a single Common Date annual review each January for its salaried management staff.

Step 1: How Do You Create a Performance Review Cycle in HR Cloud?

Every review setup starts in the same place: open the Perform app from the sidebar and go to the Cycles tab, then click the plus (+) icon in the upper left to start a new cycle.

From there, the cycle-creation flow asks for the following, in order:

General information. A Title and an optional Description, so the cycle is identifiable later in a list that may eventually hold a year or more of past cycles. Use something specific — "Q1 2027 Manager Reviews" or "New Hire 90-Day Review — Retail" — rather than a generic label like "Cycle 3," which becomes meaningless the moment you have more than a few cycles in the system.

Review period. Start and end dates for the evaluation window. HR Cloud requires the evaluation date to fall after the current date, so a cycle can't be backdated to cover a period that's already passed.

Branding. An optional header, image, or text so the review looks like it belongs to your company rather than a generic form. This is a small detail, but for employee-facing reviews (especially self-assessments), a branded, familiar-looking form reduces the sense that performance review is a bureaucratic exercise disconnected from the rest of the company's tools. It's an easy field to skip when building a cycle quickly, but it costs almost nothing to fill in once and can be reused as a starting point for every future cycle of the same type.

Schedule type. Common Date or Anniversary Date, as covered above.

Review options. Toggles for whether Employees, Managers, or both participate, plus optional Peer Reviews and Direct Report Reviews if you want 360-style input, and notification preferences controlling who gets alerted and when. This is the setting that determines whether Step 3 (assigning peer and direct reviewers) is even relevant to this particular cycle — if Peer Reviews isn't toggled on here, there's nothing to assign later.

Assigning employees. A separate setting from Review Options above — this is where you decide *who's in the cycle at all*, not which review types they participate in. Include all employees, or build a custom assignment using predefined parameters (available through your account manager) to scope the cycle to a specific department, location, or group. Skipping past this step because Review Options already felt like "the participants setting" is an easy mistake, since the two control different things.

Lock the schedule, participants, and review type here before building out questions in Step 2. Changing those decisions after a cycle is live creates the mid-cycle cleanup covered above.

Unlock better employee performance with HR Cloud. Book your free demo now!

Book Your Free Demo

Step 2: How Do You Configure Review Questions and Rating Scale?

Once the cycle's basic structure is set, the next section of the same setup flow covers the actual content of the review — what reviewers will be asked and how they'll score it.

Configure the following:

Overall rating scale. The numeric or descriptive scale reviewers will use to score the employee overall. A common approach is a simple numeric scale, but the platform doesn't require you to use a number — a descriptive scale (below expectations, meets expectations, exceeds expectations) works the same way for teams that prefer qualitative language over a numeric score.

Weighted overall score. Once the overall rating is enabled, you can configure how much each review type — self-assessment, manager, peer — contributes to the employee's final calculated score. This is worth setting deliberately in any 360-style cycle rather than leaving on a default, since it directly determines whether the manager's assessment or the pooled peer input carries more weight in the final number.

Visibility permissions. Who can see a review once it's submitted: the employee themselves, their direct manager, HR, or some combination. This matters more than it looks at setup time — visibility can affect how safe a reviewer feels being candid, so it's worth deciding deliberately rather than treating it as a default access-control setting to click through.

Goal tracking. Whether this cycle pulls in the employee's active goals as part of the review, covered in Step 4 below. Enabling this here is what lets a manager's review reference specific, current goal progress instead of a generic performance narrative.

Companywide Peer Selection. Two settings live under this one heading, not one: whether employees can nominate their own peer reviewers (versus that being restricted to managers or HR), and separately, whether peers can update their feedback after they've already submitted it. Letting employees self-select peers is faster to administer, but it also means employees will tend to choose favorable reviewers unless you pair it with a manager-approval step. The feedback-update setting is worth deciding deliberately too — allowing edits after submission is more forgiving of typos and afterthoughts, but it also means a "final" review isn't necessarily final until the cycle closes.

Questions. Added through the Elements selector in the Questions tab, supporting written-answer, single-choice, and multiple-choice question types. Each review type — manager, self, peer, direct report — gets its own question set configured on its own tab inside the same cycle, so a peer reviewer isn't answering the exact same questions a direct manager would.

Managers, employees, and peers see different parts of performance, so their questions should reflect that: a manager review and a peer review are answering fundamentally different questions — "how did this person perform against their goals" versus "what's it like to work alongside this person day to day." A peer-review form that copies the same goal-completion questions a manager would ask tends to produce shallow answers, since a peer usually doesn't have visibility into the employee's formal goals.

A workable split: build the manager-review tab around goal completion and specific, dated examples ("describe a project this quarter where this person exceeded expectations, and one where they fell short"). Build the self-assessment tab around reflection and forward planning ("what's one goal you're proud of hitting, and one you'd approach differently next time"). Build the peer-review tab around day-to-day collaboration rather than formal goals ("how does this person communicate when priorities shift," "what's one thing they could do to make your work easier"). The wording doesn't have to match exactly — each tab just needs to be answerable by someone with that specific vantage point on the employee.

Step 3: How Do You Assign Peer and Direct Reviewers?

If you enabled Peer Reviews or Direct Report Reviews back in Step 1, reviewer assignment happens per cycle, not automatically per employee — someone still has to choose who reviews whom.

The assignment steps are:

• Go to Cycles and open the specific cycle by clicking its title.
• In the cycle view, click the + icon under the Actions column.
• A list of reviewees appears. Select and assign peer reviewers and direct-report reviewers for each one individually.
• Save the selections.

Both managers and HR admins have permission to perform this assignment, which matters for larger organizations where a single HR admin assigning peer reviewers for every employee in the company would be a genuine bottleneck. Once the cycle activates, managers automatically receive an email with a direct link to the reviewer-assignment page for their own team — so a manager doesn't need to remember to come back into the system and assign peers manually; the system prompts them at the right moment.

An automated email helps, but it shouldn't be the entire manager-communication plan — especially for supervisors who spend most of the day on a floor, a job site, a classroom, or a care setting rather than at a desk with an inbox open. If a manager doesn't see that email in time, peer assignments for their team stall, and nobody notices until HR runs a status check. A short heads-up before launch — in a shift huddle, a text, or whatever channel actually reaches that manager day to day, not just an email — closes that gap far more reliably than assuming the automated notification alone will land.

Step 4: How Do You Create Goals and Link Them to a Review?

If Goal Tracking is enabled for a cycle, the goals it references need to exist before the review can pull them in — goals live in their own tab in Perform, entirely separate from the cycle configuration itself, and nothing creates them automatically.

To create a goal: go to the Goals tab in Perform, click +New Goal, and provide a Name and an optional Description. Choose whether it's an Individual Goal, assignable to multiple employees who each track it separately, or a Group Goal, which creates one shared goal tracked jointly by every assignee. Set a start date and a due date, and for Group Goals specifically, choose whether progress updates are Automatic (calculated from underlying metrics you've connected) or Manual (employees update their own progress through periodic check-ins). Select the assignees, optionally attach supporting files or documentation, and save.

To break a goal into subgoals: this only applies to Group Goals, not Individual Goals — subgoals exist specifically to break a shared Group Goal into smaller objectives that individual employees can each complete. Open the parent Group Goal from the Goals Dashboard, then either hover over it and use the three-dot menu to select +Add Subgoal, or open the goal directly and use the three-dot menu in the upper right corner. Subgoals take their own Name and optional Description, default to Manual progress updates rather than Automatic, and can carry an optional Weightage — a numerical value that reflects how much that particular subgoal should count relative to the other subgoals under the same parent goal. A subgoal also gets its own individual assignee, which is what turns one shared Group Goal into individually trackable pieces.

Setting goals up before the review cycle launches, not during it, is what lets a manager's review actually reference real, current progress against something the employee has been tracking for weeks or months, instead of a goal that was typed in the same day as the review itself — which reads as an afterthought to most employees, and undermines the credibility of the review as a genuine assessment of performance over time.

A concrete example of when to use which goal type: an individual sales rep's quarterly quota is an Individual Goal, because each rep tracks their own number separately even though the goal type — "hit quota" — is the same across the team. A company-wide customer satisfaction target for the quarter, on the other hand, is a better fit for a Group Goal, since it's one shared number that the whole team affects together rather than something each person tracks in isolation. Getting this distinction right at creation time avoids a common cleanup problem: a Group Goal created for something that was actually an individual metric tracks progress jointly across everyone assigned, which makes it much harder to see who's individually driving the result than if it had been set up as separate Individual Goals from the start.

Step 5: How Do You Manually Assign a Review Outside the Standard Cycle?

Sometimes a review needs to go to someone outside the cycle's original assignment group — a new hire who joined the company after the cycle already started, or an employee who transferred into a department partway through the review period. HR Cloud handles this without requiring you to rebuild the entire cycle.

• Open the Perform app and go to the People tab.
• Search for and select the employee (or employees) who need the review.
• Click Actions, then select Assign Performance Review.
• Choose the specific active performance review you want to assign, and confirm.

There's an important constraint here: this only works with reviews that are already active. HR Cloud doesn't allow manual assignment of a future-scheduled review that's still set to trigger for "All Employees" as a group. Reviews scoped more narrowly — to a specific department or team, rather than the whole company — can still be manually extended to individuals outside that original group once the review is live.

In practice, this feature isn't part of initial setup so much as it's the fix for a frequent post-launch request: "can you add one more person to this review." Knowing the path before a manager asks saves a support ticket the first time it comes up mid-cycle.

Step 6: How Do You Activate, Edit, or Deactivate a Cycle?

A cycle can be saved as a draft while you're still building it out, or activated so it triggers automatically according to its configured schedule. Once live, it's managed from the same Cycles tab where it was created.

To activate, deactivate, or delete multiple cycles at once: select the relevant cycles in the grid view, click the Actions button at the top, and choose Activate or Deactivate for the whole selection.

To do the same for a single cycle: find it in the Cycles tab and use the Activate or Deactivate button directly in its Actions column, without needing to select it from a batch.

To delete a cycle: use the Delete button in its Actions column and confirm the deletion when prompted. Only inactive cycles can be deleted — an active one has to be deactivated first.

One detail worth planning around before you ever need to delete anything: deleting a performance cycle does not automatically delete the reviews that were already assigned within it. Those assigned reviews have to be removed as a separate, additional step. That means a cycle deletion isn't a single clean action if reviews are already in progress — treat "delete the cycle" and "delete the reviews inside it" as two distinct tasks, not one.

What If You Need to Change a Cycle After It's Already Live?

The fix depends on the cycle type. A recurring cycle can be edited without taking it offline, but the change only applies to the next instance it generates — the one currently running keeps its original configuration. If you catch a problem partway through an active recurring cycle, there's no way to retroactively fix that specific instance; the correction takes effect starting with the next one.

A one-time cycle can't be edited while active at all — it has to be deactivated first, which stops any further tasks or notifications from going out to participants who haven't finished yet. That makes deactivation a real decision, not a quick fix: reserve it for problems serious enough that the review results would otherwise be unusable (a broken rating scale, questions sent to the wrong review type), rather than a minor issue like a typo, which is rarely worth interrupting an entire cycle's participants over.

Step 7: How Do You Prepare Managers and Employees Before Launch?

Everything above configures the software correctly. None of it guarantees a smooth, well-received review cycle on its own — that comes down to how well managers and employees understand what's coming before the system starts sending them tasks and emails.

Tell managers what to expect, before the system tells them. As covered in Step 3, managers receive an automatic email once a cycle activates, prompting them to assign peer reviewers and complete their own reviews. If that email is the first they hear about the cycle at all, expect delays and avoidable questions to HR. A short heads-up in advance — what cycle is launching, when, what's expected of them, and roughly how long it should take — closes that gap and turns the automatic email into a reminder rather than a surprise.

Pilot with one team before a company-wide launch, especially the first time you configure a brand-new cycle type or an unfamiliar question set. A confusing question, a misconfigured rating scale, or an overlooked visibility setting is far easier to fix for one department's twenty employees than after every manager in a five-hundred-person company has already hit the same problem. What counts as a good pilot group looks different by workforce: a home-health provider might pilot an Anniversary Date 90-day review on one region before rolling it out nationally; a school district might pilot a new question set on administrative staff before extending it to teachers mid-semester; a multi-site manufacturer might run one plant through a new cycle type before pushing it across every location. Gather feedback on form design, timing, and process flow from that pilot group, and adjust before the next one launches.

Who Owns Each Step: HR Admin vs. Manager Responsibilities

Setup isn't entirely an HR admin task — several steps in this process are designed to be shared with or handed off to managers. Knowing which is which ahead of time avoids the setup stalling because everyone assumed someone else was handling a particular step.

HR admins own the structural setup (Steps 1, 2, 6), but Step 3 depends on managers acting on their own. If a cycle's peer reviews are stalling, the fix usually isn't HR's configuration — it's a manager who hasn't gotten to their assignment task, which is why Step 7's manager communication matters as much as the technical setup. For organizations running cycles across multiple departments or locations, naming a point of contact per department to chase down stalled manager tasks tends to work better than routing every follow-up through one central HR inbox.

Common Mistakes When Setting Up Performance Reviews in HR Cloud

Enabling Peer Reviews after reviewer assignment was expected to already be possible. The Peer Review and Direct Report Review toggles live in the initial cycle setup, in Step 1 — not in the reviewer-assignment screen itself. If those toggles weren't turned on when the cycle was created, there's nothing to assign later no matter how carefully you look for the option in Step 3.

Reusing one question set across every review type. As covered in Step 2, a manager review, a self-assessment, and a peer review are structurally different conversations. A generic question set built for a manager review, copied into the peer-review tab, tends to produce shallow or off-target answers because peer reviewers usually don't have visibility into the same information a manager does.

Turning on Goal Tracking without any goals actually created yet. Goal Tracking pulls from the Goals tab; it doesn't generate placeholder goals on its own. If a relevant employee has no goals created and assigned before the cycle launches, there's nothing for that setting to pull in — build the goals first, in Step 4, so Goal Tracking has something real to reference.

Assuming a deleted cycle deletes its reviews too. As covered in Step 6, it doesn't. Teams that delete a cycle expecting a clean slate are often surprised to find previously assigned reviews still sitting in employee task lists, requiring a separate cleanup step.

Skipping the pilot step on a new cycle type. A misconfigured rating scale or a confusing question is a five-minute fix for one team and a much bigger cleanup exercise once it's already live for the entire company.

Leaving visibility permissions on their default setting without checking what that default actually shares. If the goal of adding peer reviews to a cycle was honest, specific feedback, it's worth confirming who can see a submitted review before launch, not after — a reviewer's sense of confidentiality is set once, at the time they write the review, and an unexpected visibility setting can undercut candor without anyone realizing why the feedback came back vague.

Pre-Launch Checklist

Before activating a new performance cycle in HR Cloud, confirm:

• Schedule type decided — Common Date or Anniversary Date — and matched to what you're actually reviewing
• Review period dates set, with the evaluation date falling after today
• Review options configured (Employee, Manager, Peer, Direct Report) to match the review style you actually want, not just the defaults
• Employees assigned to the cycle — all employees, or a custom assignment scoped to the right group — separately from the review-options toggles above
• Rating scale, weighted overall score (for 360-style cycles), and visibility permissions set deliberately, not left on default values
• Question sets built out separately for each review type, not one generic form reused everywhere
• Relevant goals created and linked in advance, if Goal Tracking is enabled for this cycle
• Managers notified ahead of time about the automatic reviewer-assignment email they'll receive
• The cycle piloted with one team first, if this is a new question set or a cycle type you haven't run before

A Performance Cycle Is a Management Workflow, Not Just an HR Form

The seven steps above configure software. Whether a review cycle actually works comes down to a smaller set of management questions underneath the configuration: Will participation be consistent across every team, or will some managers quietly opt out by not finishing their tasks? Who's accountable when a manager's reviews are late — HR, the manager's own manager, or nobody? Does the rating scale mean the same thing to a manager reviewing an office team as it does to a shift supervisor reviewing frontline staff, or does it need calibration across teams first? Is visibility set up to protect candor, or does it default to something that quietly discourages honest peer feedback? And does the launch cadence match how the business actually runs — a retail company launching reviews the week before its busiest season is setting managers up to deprioritize them, regardless of how well the cycle itself is configured.

None of that shows up in the Cycles tab. It's the layer of judgment that determines whether the software you configured produces a useful review cycle or just a completed compliance exercise.

The Bottom Line

Setting up performance reviews in HR Cloud is a seven-step process inside the Perform app: create the cycle, configure its questions and rating scale, assign reviewers, link goals, handle any manual assignments, manage cycle status, and prepare your managers before it goes live. The setup decisions made in the first step — schedule type and review participation — shape every step that follows, which is why it's worth deciding on structure before opening the Cycles tab rather than iterating live in front of employees who are already mid-review.

The software configuration is only half the job. A useful review cycle has a clear purpose, deliberate questions, defined ownership, and a launch process that accounts for how your managers actually work, not just how HR schedules the calendar. Get those decisions right, and HR Cloud's Perform module becomes a way to make the review process visible and trackable, not another form HR has to chase people to finish.

If you're ready to see what this looks like on your own account, check current plans and pricing or talk to HR Cloud about setting up your first cycle.

Discover how our HR solutions streamline onboarding, boost employee engagement, and simplify HR management

Book Your Free Demo

Frequently Asked Questions

How do I set up a performance review in HR Cloud?

Open the Perform app, go to the Cycles tab, and click the plus icon to create a new cycle. From there, set the review period, choose a schedule type, configure review options and questions, then activate the cycle once reviewers and goals are in place.

Can I set up performance reviews without a rating scale?

The cycle-configuration step includes setting an overall rating scale as part of the standard setup. If you want a purely qualitative review, use written-answer questions and set the scale to reflect that rather than skipping it entirely.

What's the difference between Common Date and Anniversary Date cycles?

Common Date cycles run on fixed calendar dates for every participant, suited to company-wide annual or quarterly reviews. Anniversary Date cycles are timed to each employee's individual start date, suited to new-hire or individual-milestone reviews.

How do I assign peer reviewers in HR Cloud?

Peer Reviews must be enabled when the cycle is created. From the Cycles tab, open the cycle, click the plus icon under Actions, and select peer and direct-report reviewers for each reviewee.

Can I add someone to a review after the cycle has already started?

Yes, through manual assignment. Go to the People tab in Perform, select the employee, click Actions, then Assign Performance Review, and choose the active review to assign.

Do goals have to be set up before a performance review?

Only if Goal Tracking is enabled for that cycle. Goals live in their own tab and should be created before the review launches so managers are reviewing actual current progress, not a goal created the same day.

What happens if Goal Tracking is enabled but no goals exist yet?

Goal Tracking pulls from goals already created in the Goals tab; it doesn't generate placeholder goals automatically. If an employee has no goals created and assigned before the review launches, there's nothing for that part of the review to reference.

Can I delete a performance cycle in HR Cloud?

Yes, but only if the cycle is inactive first. Deleting a cycle does not automatically delete reviews already assigned within it — those need to be removed separately.

Who can assign peer reviewers, managers or HR admins?

Both managers and HR admins have permission to assign peer and direct-report reviewers within an active cycle.

How long does it take to set up a performance review cycle in HR Cloud?

Once the review structure and questions are decided, the software configuration itself, cycle creation, question setup, and reviewer assignment, is relatively quick. Most of the real time investment goes into deciding the structure beforehand, not clicking through the setup screens.

Does HR Cloud notify managers when they need to assign reviewers?

Yes. Once a cycle activates, managers automatically receive an email with a direct link to the reviewer-assignment page.

Can I run both Common Date and Anniversary Date cycles at the same time?

Yes. Each cycle is configured independently, so a Common Date annual cycle for the whole company and an Anniversary Date cycle for new-hire 90-day reviews can run alongside each other.

Should HR or the employee's manager set up the review questions?

HR admins typically own question configuration since it applies across an entire cycle. A manager could do it for their own team's cycle if their permission level allows it, but check with your HR Cloud administrator about what your specific role permits before assuming.

What's the difference between an Individual Goal and a Group Goal?

An Individual Goal is assigned to multiple employees who each track their own separate progress against it, like a shared sales quota tracked per rep. A Group Goal creates one shared goal with combined progress tracked jointly across every assignee, like a company-wide satisfaction target.

What's the difference between Review Options and Assigning Employees in a cycle?

Review Options control which review types are active in the cycle (Employee, Manager, Peer, Direct Report). Assigning Employees is a separate setting that controls who's actually included in the cycle at all, either all employees or a custom group. Both need to be set; enabling a review type doesn't put anyone into the cycle on its own.

What is a Weighted Overall Score?

A setting available once the overall rating scale is enabled, letting you control how much each review type, self-assessment, manager, peer, contributes to an employee's final calculated score. It matters most in 360-style cycles with multiple review types feeding into one number.

Can visibility settings be changed after a review is already submitted?

Visibility is configured at the cycle level before launch, and it's best treated as a setting to get right upfront rather than adjust retroactively — changing who can see an already-submitted review after the fact can undermine the reviewer's expectation of confidentiality at the time they wrote it.