Performance Management
Annual reviews, 360 feedback, and performance ratings.
Overview
Performance Management runs the whole appraisal lifecycle in one app. Annual, bi-annual, quarterly, probationary, and ad-hoc reviews are built on configurable weighted templates, and a single cycle carries a self-assessment, a manager review, and an employee acknowledgment. A bulk creation wizard generates reviews for a whole department, location, or role at once; a team calibration view lets admins compare draft ratings and the score distribution before anything is finalized. The rating scale is an admin choice — 3, 4, 5, or 10 points.
Around the review sit the parts that make it evidence-based rather than a once-a-year form: SMART goals with milestone tracking and two- or three-tier approval, nomination-based 360 cycles whose responses are anonymous by default, continuous feedback between cycles, competency frameworks mapped to job titles, and development plans, recurring 1:1s, and PIPs for what happens next. Goals can align to OKR Hub objectives, and an employee's Development Areas page suggests Training courses for the categories their reviews rated low.
Reviews carry through to pay. A merit matrix weighs each employee's review rating with the tenure, competency and market factors an admin chooses into one score and maps it to one of five raise levels between the matrix's minimum and maximum increase, the employee's manager or HR approves each recommendation and HR finalizes it, and approved outcomes issue reward letters — merit increase, bonus, promotion, no increase, or total rewards — with e-signature and PDF download. A pay change itself goes through a compensation approval request signed by a manager, a director, then the CEO.
Fourteen modules toggle independently, so a business can start with reviews alone and add the rest as its program matures. AI scores goals against SMART criteria, drafts reward-letter explanations, and answers questions about reviews and goals; an admin can turn AI features off per business.
See how goals, reviews, 360° feedback, and merit planning come together in a single, connected performance cycle.
Highlights
Capabilities
Performance Reviews & Calibration
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Annual, bi-annual, quarterly, probationary, and ad-hoc review types
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Configurable review templates with weighted sections and job duties
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Self-assessment plus manager review in one cycle, with employee acknowledgment
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Team calibration view — compare draft ratings and score distribution before finalizing
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Bulk review creation wizard (filter by department, location, role)
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CSV export of review data
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Mobile self-assessment and manager review submission
Goals & OKR Alignment
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SMART goal creation with AI scoring on each criterion
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Goal types: performance, development, behavior, project, skill, stretch, team
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None, two-tier, or three-tier goal approval workflows
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Milestone tracking and progress updates
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Goal templates and weighted goal contribution to review scores
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OKR Hub alignment — link goals to objectives and key results; link Tasks to goals
360° & Continuous Feedback
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Nomination-based 360 cycles (peers, direct reports, cross-functional)
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Multi-phase 360: nomination → feedback → report generation
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Anonymous 360 responses by default with admin visibility control
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Bulk 360 report generation, sharing, and reminders
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Request or give feedback any time between cycles, optionally anonymous
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Feedback acknowledgment with 30-day trend and frequency analytics
1:1 Meetings & Development
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Scheduled 1:1s tied to reviews, goals, or standalone
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Recurring meeting series with pause, resume, and end controls
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Goal- and KPI-discussion agenda items with saved notes
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Individual development plans with structured goals and milestones
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PIP check-ins with action items; disciplinary records with escalation to PIP
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Training, Succession Hub, and Skill Swap integration hooks
Competency Assessment
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Competency frameworks with categories and weighted ratings
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Self-assessment and manager validation in assessment cycles
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Job-title-to-competency mapping for targeted assessments
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Competency gap analysis across completed assessments
Compensation & Merit
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Merit matrix weighing review rating with tenure, competency and market factors
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Automated per-employee merit percentage calculations
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Merit approval by the manager or HR, then HR finalizes
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Compensation approval requests for pay changes (manager → director → CEO)
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Reward letters: merit increase, bonus, promotion, no-increase, total rewards
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E-signature and PDF download on reward letters
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ADP salary import (CSV) and payroll compensation context in reviews
AI & Autonomous
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AI SMART scoring grades each criterion with suggestions
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AI-written reward-letter explanations per letter type
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AI assistant — natural-language queries about reviews and goals
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Autonomous cycle launch and reviewer reassignment (admin-approved, trust-gated)
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Automation analytics with full autonomous-action audit trail
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Per-business admin toggle to disable AI features
Limits & Specs
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Rating scale options: 3-, 4-, 5-, or 10-point (admin-configurable, with color themes)
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Goal approval workflows: None, Two-tier, or Three-tier
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Review types supported: Annual, bi-annual, quarterly, probationary, ad hoc
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Modules (independently toggled): 14 (1 core + 11 enhanced + 2 advanced)
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Reward letter types: 5 (merit increase, bonus, promotion, no increase, total rewards)
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Integrations: OKR Hub, Skill Swap, Succession Hub, Training, Recognition, Payroll, ADP
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Predictive analytics: Development environment only (production: coming soon)
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Pricing: License required (per-tenant opt-in)
Screenshots
Use cases
See it in action
Below is a real 360 Multi-Rater Review template, rendered live from the same schema your business runs on — not a screenshot. Every primitive shown here (checkboxes, ratings, photo capture, location pins, yes/no, signature) renders identically inside the app on your team's phones.
Resources
FAQ
Yes. Performance Reviews is the core module and is always on; everything else is independently toggled, so you can start narrow and expand as your program matures. Goals, job duties, 360 feedback, continuous feedback, competency assessment, merit matrix, development plans, 1:1 meetings, progress tracking, notes and documents, and disciplinary actions each enable on their own — 14 modules in total (1 core, 11 enhanced, 2 advanced).
It requires a license and is opt-in per tenant — an administrator enables it for your business from the Apps Marketplace. It is disabled by default until then.
Annual, bi-annual, quarterly, probationary, and ad-hoc reviews. Reviews use configurable weighted templates and a rating scale you choose (3-, 4-, 5-, or 10-point with color themes). A bulk creation wizard can generate reviews for a whole department, location, or role at once, and employees can complete self-assessments and manager reviews on mobile.
Yes. 360-degree feedback responses are anonymous by default, with an admin control over whether reviewer identities are visible in reports. Continuous feedback between review cycles can also be given anonymously or attributed.
The team calibration view lets admins compare draft and in-progress review ratings side by side across a team or department, see the score distribution, and adjust for consistency before reviews are finalized. Calibration data can also be exported to PDF.
The merit matrix weighs each employee's review rating with the tenure, competency and market factors an admin chooses into one score, and maps it to one of five raise percentages between the matrix's minimum and maximum. Each calculation is approved by the employee's manager, an HR admin or a Performance Management app admin and finalized by HR or an app admin, and reward letters are issued from it — merit increase, bonus, promotion, no-increase, or total rewards — with AI-written explanations, e-signature, and PDF download. The matrix uses each person's pay on Team Compensation; an ADP salary CSV can also be imported, kept for reference and export. Pay itself changes through a compensation approval request, signed by a manager, a director, then the CEO, or an HR edit.
AI-powered predictive analytics — including turnover risk and performance forecasting — are currently available in the development environment only. Production rollout is in progress.
Performance Management runs the appraisal process — review cycles, ratings, competencies, calibration, merit, and development plans for individual employees. OKR Hub is the company-wide objectives-and-key-results methodology for cascading and tracking strategic goals. They connect through goal alignment: a Performance Management goal can be linked to an OKR Hub objective or key result, and OKR progress can inform performance goals.
