Performance

Overview#

The Performance module covers goal setting (including true OKRs with key results), KPI tracking, structured review cycles (including 360-degree reviews), ad hoc feedback, Performance Improvement Plans (PIPs), rating calibration, and competency/skill-gap tracking.

Purpose#

Show how goals, reviews, and feedback fit together across a review cycle, and what each role does at each stage.

Prerequisites#

• An active review cycle, if you are participating in a formal review.

Step-by-Step Instructions#

Goals and OKRs#

1. Create a goal, optionally nested under a parent goal (goals can be organized in a tree).
2. For OKR-style goals, add key results under the objective.
3. Log progress updates over time, and add comments for context.
4. Submit the goal for approval where your organization requires it; your manager approves or rejects it.
5. Mark the goal complete once achieved.

KPIs#

1. HR or a manager assigns a KPI (from a template, or in bulk to a group) to an employee.
2. Update the achievement value as it changes over the measurement period.

Reviews (including 360)#

1. HR opens a review cycle and identifies eligible employees.
2. A review is created using a review template with configurable questions.
3. Depending on the review type — self, manager, skip-level, HR, or peer (360) — the relevant reviewers submit their responses.
4. Once all responses are in, the review is locked and a final rating is set and finalized.
5. Review history is visible per employee for future reference.

Feedback and PIPs#

1. Give or request ad hoc feedback at any time, using a feedback template if desired.
2. If performance concerns require formal action, HR or a manager creates a Performance Improvement Plan (PIP) with milestones.
3. Track the PIP status (active, on track, at risk, completed, or terminated) and update milestone status as they are met.

Calibration and competencies#

1. HR runs a calibration session to review ratings across a group before they are finalized.
2. Use the distribution check to see how ratings compare to a target curve — this only flags deviations, it does not automatically change anyone’s rating.
3. Record calibration decisions and complete the session.
4. Define competencies and levels, assign them to employees, and run a skill-gap report by employee or department.

Screens Involved#

Expected Results#

A traceable record of goals, review outcomes, feedback, and (where needed) improvement plans, with calibration providing a consistency check before ratings are finalized.

Not Available in This Release#

Common Mistakes#

• Finalizing a rating before running calibration, when your process expects calibration first.
• Assuming the distribution check will automatically fix a skewed rating distribution — it only flags it for a human decision.
• Creating a PIP without adding milestones, making progress hard to track later.

Troubleshooting#

A 360 review is stuck waiting on responses.#

Check which reviewer type (self, manager, skip-level, HR, or peer) has not yet submitted. The review cannot be locked until required responses are in.

A goal cannot be marked complete.#

Confirm the goal has been submitted and approved, if your organization requires goal approval before completion.

Related Pages#

FAQ#

Best Practices#

• Set goals early in a review cycle, not at the end, so progress updates mean something by review time.
• Use calibration before finalizing ratings for any group review to keep ratings consistent across managers.
• Attach concrete, dated milestones to every PIP.