Which review cycle applies after an internal transfer?

Usually the new team's calendar, but the rating for the transition period can still be written by the old manager. Ask both managers, in writing, who owns your rating and on which dates, so nobody grades you against a calendar you were not on.

Can I be reviewed twice in one cycle after a move?

Some companies do split reviews during a transition, and some write no rating at all for the gap. Find out which applies, then submit evidence to whichever manager owns the decision before the calibration date.

What should I submit before my new team's calibration?

A one-page packet: the criteria you co-wrote, three dated metrics, scope evidence at the new level, your band placement, and the closed handoff from the old team. Calibration is argued with documents, not with recollection.

What if the new team's cycle is already closed?

Ask whether a level correction can be processed off-cycle. If it cannot, ask for the target range and the review date in writing, so the next decision is scheduled and you know what evidence the decision will be measured against.

Transfers & the Comp Cycle Clock

A transfer puts you on a new cycle clock: the first review runs in the new team's window, the band follows the new level, and the refresher schedule resets. Run the cycle plan, not the old team's calendar.

The Cycle Map

Band reset: the new level's band sets the baseline; placement at 90-110% of midpoint is the target (see the bands guide).
First review: the new team writes new criteria; the 90-day co-write is in the 90-day guide, the PIP reset in the transfer PIP guide, and the comp audit in the transfer audit guide.
Mid-cycle path: two quarters of new-scope delivery, then the comp review — the window is in the mid-cycle guide, and the denial playbook in the denial guide.
Refresher: new level grants follow the refresher policy — the ask is in the refresher guide, and the equity clock in the transfer vesting guide.

The remote transfer rules are in the remote transfer guide, and the 90-day protocol in the post-transfer guide.

Put the rule into action

Write the letter with the free Internal Transfer Application generator. The state pages carry the local payout and notice windows, and the application tracker keeps the follow-up date in writing.

Mapping The Two Cycle Clocks

Direct answer: a transfer puts you between two calendars, and the money follows the new team's clock, not the one you started on. Write both clocks on one page before the quarter ends, because a missed window is usually a full cycle of delay rather than an argument you can win.

Ask the old manager when your current cycle's review and calibration happen, and whether a rating is being written for the period you mostly worked there.
Ask the new manager the same three dates: self-review deadline, calibration date, decision date.
Ask which calendar governs your compensation change and whether the move is treated as a level change or a normal cycle review.
Ask, in writing, whether your rating for the transition period is joint, new-team-only, or not written at all. "Not written" is the answer that quietly costs a cycle.
Put the dates on the tracker and send a recap email to both managers so the calendar is shared, not assumed.

What To Submit Before The New Calibration

Calibration decides with documents. Prepare a one-page packet the new manager can paste into the room.

The criteria you agreed to, quoted from your week-one recap email, with what shipped against each line.
Three metrics, dated. Delivery dates, quality measures, and one business outcome. The Performance Review Self-Assessment generator formats them as achievement statements.
Scope evidence. Stakeholders you now work with directly, decisions you own, and people you mentored at the new level.
The band and your placement, with the posted range attached; see the salary band entry.
The total-package view, produced by the Salary Counteroffer Calculator, so bonus, equity, PTO, and remote days are part of the same conversation.
The old-team handoff note, dated and closed, so the room is not debating your previous scope. The Internal Transfer Application generator writes that handoff language.

Edge Cases That Quietly Cost A Cycle

Four situations produce the same bad outcome: you get graded against a calendar you were not on.

A frozen cycle at the new team. Ask whether a level correction can be processed off-cycle, and if not, get the target range and the review date in writing.
A late-quarter move. The old team may still write the rating. Confirm who owns it, and submit your own evidence to that manager before the window closes.
Title changed, band unchanged. Ask which band the new description maps to and when it takes effect; the Compensation & Negotiation guides cover the ask wording.
Refresher grants on a different schedule. Equity refresh may follow the hire anniversary rather than the transfer date, so ask which anniversary your grant cycle uses.
A remote transfer. Visibility and review evidence behave differently when you are not in the room; keep written checkpoints rather than relying on hallway credit.

Calendar Question	Ask Whom	Why It Matters
Who writes my rating for this period	Both managers, in writing	A gap means no rating in calibration
Self-review and calibration dates	New manager	Late evidence is excluded from the room
Which calendar sets my pay change	New manager or HR partner	Decides off-cycle versus normal timing
Level change or normal review	HR partner	Different remedies and different evidence
Refresher anniversary	Equity or benefits team	Grant timing follows one date, not both

Before you rely on a date or an amount on this page, check it against the California job exit rules page and the New York job exit rules page, along with the workplace remote reviews guide hub. Rules move, and those pages carry the current text.

Frequently Asked Questions

Which review cycle applies after an internal transfer?: Usually the new team's calendar, but the rating for the transition period can still be written by the old manager. Ask both managers, in writing, who owns your rating and on which dates, so nobody grades you against a calendar you were not on.
Can I be reviewed twice in one cycle after a move?: Some companies do split reviews during a transition, and some write no rating at all for the gap. Find out which applies, then submit evidence to whichever manager owns the decision before the calibration date.
What should I submit before my new team's calibration?: A one-page packet: the criteria you co-wrote, three dated metrics, scope evidence at the new level, your band placement, and the closed handoff from the old team. Calibration is argued with documents, not with recollection.
What if the new team's cycle is already closed?: Ask whether a level correction can be processed off-cycle. If it cannot, ask for the target range and the review date in writing, so the next decision is scheduled and you know what evidence the decision will be measured against.