This guide covers running an organisation-wide performance cycle: opening the cycle, setting goals, and completing each staff member’s review.
Before you start
- You need HR access to open cycles and manage reviews.
- Cycles and reviews are organisation-scoped. Status and sign-off move only through dedicated actions (such as close, finalise and acknowledge) and are never set directly.
Steps
Open a cycle
- Go to HR → Performance and create a cycle. Name, Period start and Period end are required (end on or after start). You may set a Type (annual, quarterly, probation or project) and Notes.
[screenshot: the performance cycle form]
Set goals
- Add a goal for a staff member (optionally attached to a review). Title is required. Optional fields include Description, Metric / target, Weight (%), Due date and progress percent. On update you may set the status to open, in progress, missed or cancelled; achieved is reached only through the complete action.
[screenshot: a goal with metric, weight and due date]
Complete a review
- Create a review within the cycle for a staff member, and optionally name a reviewer. Record an Overall rating (1–5), written summary, strengths and improvements. You may adjust the layer weights (KPI, competency and objective).
- For each role competency on the review, record the assessed level (1–5) with an optional comment. For each role KPI, record the actual value with an optional comment — the attainment percentage is computed for you and is never entered by hand.
[screenshot: the review with competency ratings and KPI actuals]
Result
Reviews carry an overall weighted score built from the KPI, competency and objective layers. Cycle progress and review completion are shown on the HR overview, and staff can acknowledge their finalised reviews.