Set targets, score them, review them.
Build a KPI library, group KPIs into weighted templates, and attach a template to a role. Scores are recorded through the period, so a review cycle opens with the numbers already in it.
Define a KPI once, weight it inside a template, and attach the template to the role. Everyone holding that role starts with targets rather than with a conversation about them.
The performance screen
One person, their targets, and how they are tracking.
KPIs, goals, reviews and improvement plans are tabs on one screen. Pick a person and a cycle to see each KPI with its target, its weight and the score recorded against it, and the weighted total those produce.
Scores are recorded as the work happens.
Build a KPI library, and assign it by role.
Weights inside a template add up to 100, so a weighted score means the same thing for everyone holding the role.
- Define each KPI once, with its target, and reuse it
- Group KPIs into a weighted template per role
- Attach a template during onboarding
- Record scores against a KPI through the period
- Set organisation goals alongside individual targets
Open a review and the scores are already there.
Reviews start from the scores recorded through the period, and an improvement plan links back to the review that raised it.
- Open a review cycle for a period
- Start each review with the scores already filled in
- Send the review to the person's line manager
- Open an improvement plan with start and end dates
- Track milestones on the plan, visible to both sides
Access
Who can do what.
Everyone can see their own targets and the scores recorded against them. Reviewing somebody else, and defining the KPIs everybody is measured on, are separate permissions.
View your own KPIs, scores and past reviews.
Record a score, comment on a review.
Review your reports, open an improvement plan.
Define the KPI library, templates and cycles.
Admin is the highest role and is not limited by these permissions, so give it only to the small group of people who truly need it.
One cycle, start to finish
Targets on day one, a review six months later.
The KPI template came with the role, scores were recorded as the work happened, and the review opened with those numbers already in it. The manager's job was to add judgement on top. The previous cycle stays on the record, so the next review has something to compare against.
Four weighted KPIs came with the role, on their first day.