Performance Management

HR configures each review cycle — annual, mid-year, probation, or custom — with the dates, the employee population it covers, and the template it uses. Templates define the sections (goals, competencies, values) and the rating scale, so every review in the cycle follows the same structure and the results are comparable.

At the start of a cycle, managers and employees agree on specific, measurable goals and key result areas — with weights that reflect their relative importance to the role. Goals are visible to both parties throughout the cycle so progress can be discussed in one-to-ones rather than remembered at the final review.

Invite peers, direct reports, and cross-functional colleagues to submit structured feedback on the employee being reviewed. Each reviewer gets a focused questionnaire relevant to their relationship with the employee. The aggregated responses give the manager and the employee a richer, multi-perspective view than a top-down rating alone can provide.

The scoring engine applies the configured weights to self-assessments, manager ratings, and 360 input, producing an overall score for each employee in the cycle. Where a reviewer has not yet submitted, the system surfaces this as incomplete rather than computing a misleading partial score.

After individual reviews are completed, HR runs a calibration session view — seeing all employees in a cohort plotted by score and distribution. Managers can adjust ratings before they are finalised, ensuring consistency across teams that might have applied the scale differently.

Review outcomes convert into individual development plans — specific actions, training commitments, and timelines the employee and manager agree on. Development plans are stored on the employee record so progress can be tracked through the next cycle and the conversation continues beyond the review window.