Performance management
Appraisal cycles that finish. Weighted KPIs and competencies, a self-assessment the employee actually writes, a manager review, HR approval before anybody sees a final score, and the employee's acknowledgement on the record — with the history kept for the next cycle and the one after that.
Included from Premium upwards.
What performance actually does.
Cycles, templates and the review itself
A cycle covers a period and a population — a whole entity, a filtered set, or a named list. Reviews are created from a template that fixes the KPI and competency weights, and each one moves through a sequence that cannot be skipped.
- Annual, quarterly and probation cycles, each with its own dates and stages
- Templates holding the competency set and the category weights — 70/30 KPI to competency by default, changeable as long as it totals 100%
- KPIs set by HR, the manager or the employee, approved before the cycle's goal stage closes
- A 1–5 rating scale, weighted per item, with the final score calculated rather than typed
- Self-assessment, then manager review, then HR approval, then the employee's acknowledgement — with a returned-to-manager path when HR does not agree
- A named HR approver per cycle, reassignable by an action that is recorded
- Reminder emails as a stage's deadline approaches, so a cycle does not stall on one person
- Six reports: completion status, overdue reviews, average score by department, rating distribution, KPI progress, and one person's history
What each tier includes, from the live price list.
This table is read from the same plan catalogue the billing system enforces, so it cannot disagree with what your subscription actually allows. Ceilings and prices are on the pricing table.
| Capability | Starter | Professional | Premium | Enterprise |
|---|---|---|---|---|
| Cycles, templates and the review itself | Not included in Starter | Not included in Professional | Included in Premium | Included in Enterprise |
Prices, employee ceilings and monthly allowances are on the pricing table. Enterprise is quoted against your group rather than published.
What this does not do.
Worth an awkward paragraph here rather than an awkward call in month two.
- There is no 360-degree or peer review in this version. Ratings come from the employee and their manager.
- Probation cycles are independent of the onboarding lifecycle — a probation review and a probation task list are two records and can disagree. That is stated in the schema rather than implied.
- There is no calibration screen for moderating scores across managers before approval.
- Performance is available on Premium and Enterprise. On the plans below it, the module is refused rather than shown empty.
Straight answers.
Can HR change a manager's rating?+
No. HR approves a review or returns it to the manager with a reason. Letting the approver overwrite the rating would make the approval and the assessment the same act, and the score would stop meaning what it says.
What does the employee see, and when?+
Their own KPIs and their own self-assessment throughout. The manager's ratings and the final score become visible when HR approves the review — at which point they are asked to acknowledge it, and the acknowledgement is kept.
Which plans include performance management?+
Premium and Enterprise. The availability table on this page is read from the live plan catalogue, so it is the same answer the billing system gives.
Every other part of the product.
Half an hour, your numbers, no slides.
Tell us how this runs for you today. We will show you the same process here and be honest about what it would take to move.