Sometimes employees want a review of actions that occurred over a long time and not all are within the relevant timeframe. This can be difficult.
In this context, it is important not to be too prescriptive about the timeframes.
To conduct a review that meaningfully addresses the employee's concerns, it may be necessary to consider the process that led to the actions that are within the timeframe.
This does not mean that an agency needs to review all events and processes that occurred some years ago. Because the review applicant considers them relevant, doesn't always mean they are.
For example: An employee is concerned about the fairness of a performance management process. The final rating on their performance is in time, but actions taken to improve performance during that management cycle were not. Is it appropriate to include all the actions, not just those in time when the review application was made?
In this example, there are unlikely to be 'exceptional circumstances' to require a review of the out-of-date actions taken in the performance management process.
However, taking into account the processes leading up to the rating decision may be important. This may help the decision-maker make a more effective review decision and determine whether the outcome was fair and reasonable in the circumstances.