Final answer:
A performance review should recap the year, be a place to discuss development ideas, address major issues, and contain information from the entire year. It's a chance for reflection, planning, and a dialogue for continuous improvement. Post-review, the employee should actively work on the feedback received.
Step-by-step explanation:
A performance review should serve multiple purposes within an organization. Firstly, it should act as A: A recap of the year, where both the employee and employer can reflect on the accomplishments, goals met, exceeded, or not met. Furthermore, it relates to future work goals and setting objectives for the coming year. Secondly, B: A place to discuss development ideas is integral, as it offers an opportunity to plan for professional growth and skill enhancement. Thirdly, it may include C: A discussion of major issues that have occurred throughout the year, allowing for a constructive dialogue about challenges and areas requiring improvement. Lastly, a well-rounded review should D: Contain new information gathered through the year, which could be related to the employee's performance, training outcomes, or feedback received. The review should integrate evidence from various sources and provide an avenue for the employee to engage, discuss accomplishments, and show enthusiasm when setting new goals. Post-review, it's essential for the employee to take action based on the feedback to improve performance.