If an administrator is creating a performance review without using competencies or goals, which section should be used for a five-star review system?

The correct choice is to utilize the question list section when creating a performance review that does not involve competencies or goals. The question list is specifically designed for gathering qualitative feedback and can contain various open-ended or specific questions that align with the criteria of a five-star review system. This section allows an administrator to tailor questions to evaluate aspects of performance effectively.

In the context of a five-star review system, the question list can facilitate evaluations based on clear criteria that correspond with the star ratings, enabling a focused discussion around performance metrics. This method allows for a more flexible approach to performance reviews, as it avoids the limitations of predefined competencies and goals which might not be applicable in every situation.

Other sections, like the competency section or goals module, are meant for structured assessments that rely on predetermined benchmarks, which is not suitable when the review does not incorporate these elements. The rating summary could offer an overview of ratings but would not provide the detailed insights or specific evaluations needed in the absence of competencies and goals. Thus, leveraging the question list is the most effective approach in this scenario for a thorough and contextually relevant performance assessment.