Performance & Appraisal

1. Overview — How Performance Works

The Performance module has two layers. Everyday tools are available to every employee — set your own Goals & OKRs and exchange continuous feedback with colleagues at any time. Formal appraisals are run by HR using reusable review templates and rating scales, organised into time-boxed appraisal cycles with self / manager / peer reviews and a weighted final score.

2. Goals & OKRs

Goals track what you want to achieve; OKRs add measurable key results whose progress rolls up into the goal's overall percentage automatically.

Creating a goal

1. Go to Goals & OKRs and click Add Goal.
2. Enter a title and (optionally) a description.
3. Choose a Type — Goal or OKR — set a Weight (relative importance) and an optional Due date.
4. Save. New goals start as Not Started.

Key results & progress

1. On a goal card, click Add Key Result.
2. Give it a title, a Current and Target value, and an optional unit (e.g. %, users).
3. As you update the current value, each key result's progress bar updates and the goal's overall dial recalculates.

3. Continuous Feedback

Share recognition and constructive input any time, or ask a colleague for feedback. Open Feedback from the sidebar.

• Give Feedback — pick a colleague, a type (Praise, Improvement, Note), a visibility (Private, Manager, Public) and your message.
• Request — ask a specific colleague for feedback, with an optional prompt.

4. Review Templates (HR Admin)

A template is a reusable appraisal form. Go to Admin → Appraisal Setup → Review Templates and click New Template.

1. Name the template and toggle Active.
2. Add one or more sections (e.g. "Goals", "Values"), each with a weight.
3. Within each section, add questions — set the response type (Rating, Text, Scale, YesNo), a weight, and an optional rating scale.
4. Save Template.

5. Rating Scales (HR Admin)

Rating scales define the numeric range raters choose from (e.g. 1–5). Under Appraisal Setup → Rating Scales, click New Rating Scale, set a name, min, and max, and optionally a JSON labels map describing each value, e.g. {"1":"Poor","5":"Excellent"}. Active scales can be attached to rating questions in templates.

6. Appraisal Cycles & Reviews

An appraisal cycle is a time-boxed review period (Annual, Half-Yearly, Quarterly, Monthly, or Probation). Within a cycle, each employee gets a review assignment evaluated by one or more raters.

How scoring works

• Each rater (Self, Manager, Peer) completes the template; their answers produce a weighted response score.
• The final score combines raters by type — by default Manager 60% · Self 20% · Peer 20%, renormalised over whoever actually responds.
• An assignment can be finalized only once every assigned rater has submitted; HR can record a final rating label (e.g. "Exceeds").

Cycle lifecycle