Performance Management
Track and enhance employee performance with tools for setting goals, conducting reviews, and facilitating feedback. This module promotes a culture of continuous improvement and accountability.

Chapter 1: Introduction to Performance Management
In today’s fast-paced business environment, managing employee performance is not just an HR task, it’s a critical driver of organisational success. This chapter introduces the Performance Management module and explores its purpose, features, and impact on employee engagement and productivity. You’ll gain an understanding of how this tool aligns individual and team objectives with broader organisational goals, while fostering a culture of accountability and continuous improvement.
By the end of this chapter, you’ll appreciate why performance management is a vital component of effective talent management and how the SignifyHR platform equips you to implement it seamlessly.

Overview of Performance Management
Performance management is essential for cultivating a high-performing workforce. It is a structured process that aligns individual contributions with the company's goals, while also encouraging continuous improvement and accountability . This chapter offers a broad overview of performance management, detailing its purpose, key components, and significance in promoting both employee development and business success. 
 
 At its core, performance management involves setting clear expectations , tracking progress , and providing feedback to employees. This process includes multiple stages, starting from setting objectives and defining competencies, to conducting regular check-ins and identifying opportunities for growth. It is a dynamic, ongoing process that enhances engagement and productivity. 
 Throughout this chapter, you will explore the foundational elements of performance management and understand how it integrates into the broader HR framework. You will also learn about the mutual benefits of this process, as it helps employees reach their potential while providing value to the company. 
 By the end of this chapter, you will have a clearer understanding of performance management and its critical role in modern HR practices. This knowledge will provide a strong foundation for exploring subsequent chapters, which will offer more detailed guidance on implementation and best practices. 
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Purpose of the Module
In a dynamic and competitive business environment, companies must ensure that employees perform at their best while contributing to broader strategic goals. The  Performance Management module serves as a structured framework designed to enhance employee performance, align individual contributions with the company's objectives, and create a culture of continuous improvement.  
 
 Effective performance management is not just about evaluating past performance   – it is a proactive approach to setting expectations, developing skills, and fostering engagement . Some benefits include: 
 
 
 
 
 
 Improving productivity 
 Ensuring accountability 
 Identifying gaps in training 
 Building a culture of continuous feedback 
 
 
 
 
 
 This module enables managers and employees to have open discussions about goals, competencies, and career development, ensuring that every team member understands their role in achieving success. Furthermore, it establishes clear performance metrics, helping companies identify high performers, address skill gaps, and drive productivity improvements . 
 By leveraging the Performance Management module, companies can create a structured, transparent, and fair approach to managing talent. This module is instrumental in building a high-performance culture where employees feel valued, motivated, and supported in their professional journeys. The following sections will explore its purpose in greater detail, including how it aligns with business goals, enhances employee engagement, and contributes to the growth of the company. 
 Key Components 
 
 Goal setting and alignment with organisational objectives ensure that employees understand their responsibilities and how their contributions support broader business strategies. 
 Regular performance reviews and feedback cycles allow employees to recognise their strengths, identify areas for improvement, and adjust their approach to meet expectations. 
 Metrics and key performance indicators (KPIs) are quantitative and qualitative measures to help assess employee performance against predefined standards, providing a data-driven approach to decision-making.  
 Training, development, and career progression plans play a crucial role in employee retention and long-term organisational growth.  
 
 Aligning Goals and Objectives 
 For a company to achieve sustainable success, employees must understand how their roles contribute to broader business objectives. The Performance Management module bridges the gap between personal career aspirations and strategic goals , ensuring that employees focus on outcomes that drive growth. By defining expectations, tracking progress, and providing continuous feedback, it creates a structured approach that aligns individual development with company priorities. 
 When employees see the direct impact of their contributions, they become more engaged , motivated , and productive . A well-structured performance management system translates high-level business strategies into actionable, measurable objectives at every level. This clarity helps employees understand their responsibilities and see a clear path for growth within the company. 
 Aligning individual and company goals benefits both employees and the business. Employees gain direction, purpose, and development opportunities, while the company fosters a culture of accountability , efficiency , and continuous improvement . By implementing performance management effectively, businesses can create an environment where individual success and company objectives align seamlessly. 
 
 Employee Engagement and Organisational Success 
 Engaged employees drive company success. When they receive regular feedback and recognition , they feel valued and remain committed to their roles. The Performance Management module ensures employees have clear expectations, structured support, and opportunities for continuous development. 
 More than just motivation, effective performance management helps managers detect and address disengagement before it affects productivity. It promotes open dialogue, allowing employees to share concerns and receive guidance. This proactive approach reduces turnover , strengthens job satisfaction , and cultivates a supportive work environment . 
 By integrating modules such as  Learning Management and Career and Succession Planning into the Performance Management module, companies foster a culture of growth . Employees who see clear advancement opportunities are more likely to stay engaged and contribute meaningfully. Empowering individuals through goal-setting and skill development not only enhances their careers but also drives business success. 
 
 
 
 
 
 
 
 Performance Management and Technology 
 Technology streamlines performance management by automating reviews, tracking progress, and providing real-time feedback. Platforms like SignifyHR integrate goal setting, performance tracking, and analytics to improve decision-making. Centralised records and data-driven insights help identify top performers and address skill gaps. Digital tools also support continuous learning by linking training and career development to performance goals. By leveraging technology, organisations create a more efficient, transparent system that enhances employee growth while aligning talent strategies with business objectives. 
 
 
 
 
 
 
 
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Key Features of the Module
The  Performance Management module is designed to streamline and enhance the performance review process, making it more intuitive, transparent, and effective. With a range of powerful features , this module simplifies performance tracking, fosters meaningful feedback, and ensures alignment with the company's goals. Our system integrates automation, flexibility, and data-driven insights, thereby removing the complexity often associated with performance management. These features not only set the Performance Management module apart but also add significant value by creating a structured, user-friendly experience that supports employees and managers in collaboratively working towards improvement. 
 
 
 Documentation and Compliance 
  Terminology 
 The Performance Management module allows for customisation of terminology , ensuring that system labels, messages, and descriptions align with the company's unique performance management framework. 
 Audit Log of Transactions 
 The system keeps an  audit log that records all transactions and modifications made to a  performance agreement , ensuring transparency, accountability, and traceability throughout the performance management process. 
 Documents Upload 
 During the appraisal process, users can upload multiple documents per KPI to support performance evaluations. A summary of all uploaded documents is easily accessible on the dashboard. 
 Print Agreements 
 Performance agreements can easily be printed in PDF format. 
 
 
 
 Workflow and Automation 
 Templates 
 Performance agreements can be stored in a template library , allowing users to select a pre-populated template when creating a new agreement. This ensures that objectives are automatically copied to the individual's agreement, streamlining the setup process. 
 Notifications 
 The system automatically notifies employees and managers via email when objectives are submitted, check-ins are conducted, or ratings are completed. Additionally, automated reminder emails can be sent before phase end dates to ensure timely completion. 
 
 Dashboard 
 The Performance Management dashboard allows employees to select the performance year and managers to view their own agreements or those of their direct reports. A collapsible timeline section outlines key review phases, while colour-coded indicators clearly display progress and the status of each phase. 
 
 
 
 Review, Feedback, and Planning 
 Check-ins 
 The check-ins functionality allows managers and employees to assess progress before the rating phase begins, providing an opportunity to confirm whether the employee is on track and address any potential challenges in advance. 
 Review Surveys 
 Review surveys can be linked to the review setup , where applicable, to gather comprehensive feedback from multiple sources, such as in a 360-degree review process. 
 Action Plan 
 An optional Action Plan section can be enabled to monitor training and other activities throughout the performance management process, with actions recorded for each KPI . This section includes key details such as required actions, implementation methods, training needs, responsible persons, due dates, progress tracking, and comments from both the employee and manager. 
 
 
 
 Performance Evaluation and Ratings 
 Ratings Beyond KPA-level 
 The Performance Management module allows for ratings beyond Key Performance Areas (KPAs) , extending to Key Performance Indicators (KPIs) , stretch targets , company values , and leadership behaviours . Each section allows for structured input, including rating scales, measures, weights, and manager and employee comments, ensuring a comprehensive and customisable evaluation process. Additionally,  perspectives can be activated to categorise KPAs, following the Balanced Scorecard approach. 
 
 Customisable Rating Scales 
 The customisable rating scales allow companies to define their own scoring criteria, ensuring alignment with internal performance measurement standards and providing flexibility in evaluating employee achievements across different performance areas. 
 Calibration 
 The calibration functionality promotes fairness and consistency in performance evaluations by allowing administrators to adjust scores at the review period , review survey , and overall final score levels. Administrators can export scores, make necessary calibrations with justifications, and then re-import the adjusted scores into the system. Employees can view their calibrated scores on the Performance Management dashboard, with the option to hover over the score to see the original rating before calibration. 
 
 Interpolation 
 The interpolation functionality allows actual values to be mapped to a rating scale , ensuring a more precise and automated evaluation process. During the rating phase , users enter actual values, which are then automatically converted into ratings based on predefined mappings, eliminating the need for manual rating selection. This functionality can be enabled at the KPI level and is available in the objective setting phase when creating  templates, copying agreements, or setting up blank agreements , providing flexibility in performance assessments. 
 
 
 
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Aligning Performance Management with Employee Development
The Performance   Management module plays a crucial role in the  Develop phase of the employee lifecycle. Integrated with other key modules such as Learning Management , Event Management , and Personal Development Plan , this module ensures that employees are continuously supported, guided, and evaluated to enhance their professional growth. 
 
 Remember,  Performance Management is just one part of a broader employee lifecycle. 
 
 In the  Attract phase, modules like Recruitment , Job Profiling  and Competency Analyser , and Recruitment Requisition   ensure that the right talent is identified and matched to organisational needs. 
 The  Manage phase includes  Onboarding and Offboarding , People Management , Employee Self-Service , Leave Management , Salary Review , and  Payroll (3rd Party) , all of which contribute to efficient workforce administration.  
 Finally, the  Retain phase focuses on long-term engagement through Reward and Recognition and Career and Succession Planning . 
 
 By integrating these modules, organisations can create a seamless and strategic approach to talent management, ensuring employees are supported at every stage of their journey. 
 
 
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Glossary
Action Plan 
 An action plan in a performance evaluation outlines specific steps an employee needs to take to improve their performance, develop new skills, or achieve set goals. It includes clear objectives , timelines, measurable outcomes, and any required support or resources. The plan is typically created collaboratively between the  employee and their manager , ensuring alignment with organisational expectations and professional growth. Regular check-ins and progress reviews help track improvements and adjust the plan as needed. 
 Check-In 
 A check-in is a functionality that enables managers to conduct regular progress reviews on an employee ’s  performance agreement objectives between formal review periods . It allows managers to provide direction, offer guidance, and keep employees focused on their objectives . Additionally, check-ins facilitate employee feedback on the support and guidance received, fostering continuous communication and alignment. 
 Company Values and Behaviours 
 Company values and behaviours define the expected conduct within an organisation. By identifying and explicitly communicating these values and behaviours, companies shape their culture, establish a moral compass for employees , and create a foundation for consistent decision-making. They also serve as guidelines for internal processes and performance measurement. Employees are assessed against these values as part of their performance management process, and they automatically form part of each employee’s performance agreement . 
 Employee, User, Learner, or Person 
 These terms are used interchangeably within the system to refer to individuals interacting with it. The term "person" or "user" generally refers to those engaging with the system in a non-administrative or non-managerial capacity. If the context is related to Learning Management , "learner" is preferred. In a manager-subordinate environment, such as  Performance Management , "employee" is typically used. The appropriate term depends on the specific module and its functionality. 
 Key Competencies 
 Key competencies refer to the essential skills, abilities, and attributes required for success in a specific job or organisation. These competencies are often used in the rating process to assess employee performance. Within the system, competencies can be defined for each job and made available in the  Performance Management module. 
 Key Performance Area (KPA) 
 Key Performance Areas are the specific business areas for which an individual is responsible, such as process improvement, safety and health, and security. Each KPA is further defined by one or more Key Performance Indicators (KPI) , which measure performance within that area. KPA weights within a Perspective must always total 100%. For further details, refer to Key Performance Indicator (KPI) . 
 Key Performance Indicator (KPI) 
 Key Performance Indicators are measurable values that assess progress towards strategic goals or objectives . An effective KPI is well-defined, quantifiable, and essential for achieving specific targets. KPI weights within a Key Performance Area (KPA) must always total 100%. 
 Leadership Behaviours 
 Leadership behaviours are performance objectives applicable only to employees in leadership positions, where they have direct reports. If an employee is not a manager , this section will be unavailable, and its weight will be redistributed proportionally among the remaining sections. 
 Manager, Performance Manager, or Line Manager 
 A manager, in the context of the system, is an individual with direct reports. Organisationally, this role may be referred to as a line manager. Within the Performance Management module, a manager is known as a performance manager, while in the Learning Management module, the role may be identified as a training manager. Depending on the organisation, these roles may be held by the same person or different individuals. To determine who fulfils each role, refer to an employee's reporting lines. The terms manager, performance manager, and line manager are used interchangeably. 
 Objective 
 An objective is a specific goal that an employee is expected to achieve. In Signify, the term "objective" encompasses various performance elements, including a Key Performance Area's (KPA) Key Performance Indicator (KPI) , a Stretch Target's KPI , a Company Value , a Leadership Behaviour , and a Key Competency . These objectives define performance expectations for an employee over a given performance year and serve as the basis for assessment and measurement. 
 People Group 
 A people group is a defined selection of individuals based on specific criteria, such as their position in the organisational structure, reporting line, location, or other conditions. Individuals within a people group have access to certain system functionalities, including selected eLearning courses, events, or specific processes. 
 Performance Agreement 
 A performance agreement consists of a person’s objectives , structured across one or more review periods (also called assessment periods).  The agreement provides a comprehensive framework for assessing the person's performance, with review periods typically weighted to contribute to the final score. The performance agreement forms the foundation of performance evaluation and ensures a structured approach to measuring and developing employee contributions. Additional components, such as a 360° evaluation or a value survey , can also be included alongside the objectives .  
 Performance Year 
 A performance year, also known as a performance cycle, typically spans 12 months. It may align with the calendar year (January to December) or follow a different schedule, such as the financial year (March to February of the following year). Organisations often determine their performance cycle based on factors such as salary review periods and business planning needs. 
 Perspectives 
 Perspectives, also known as pillars, are categories used to group Key Performance Areas (KPAs) and are derived from the Balanced Scorecard approach to performance management. Common examples include the Financial Perspective, Customer Perspective, Internal Process Perspective, and Learning and Growth Perspective. Each perspective provides a structured way to evaluate performance across different business areas. Note that perspective weights within a section must always total 100%. 
 Rating / Rating Scale / Score 
 A rating, rating scale, or score is used to assess an employee’s performance against agreed objectives . At the start of a performance year , the manager and employee define these objectives . At the end of each review or assessment period, of which there may be one or more in a year, the  employee provides a personal rating for each objective . This rating is only visible to the  manager once submitted. Similarly, the manager assigns a rating for each objective , which is not immediately visible to the  employee . These ratings contribute to the overall performance evaluation process. 
 Review Period 
 A review period is a designated timeframe within a performance cycle during which an employee's objectives , as outlined in their performance agreement , are assessed. There may be one or multiple review periods within a performance year . The review period provides structured opportunities for evaluating progress and performance. 
 Review Setup 
 A review setup defines the structure and rules governing the performance review process within an organisation. It determines how performance agreements  function, specifying rating permissions, the level of the employee's involvement, and approval workflows. For examples of different review setups, please see Tips and Use Cases . 
 Review Survey 
 A review survey in a performance evaluation is a structured questionnaire used to gather feedback on an employee's performance, skills, and contributions. It may include ratings , open-ended questions, and competency assessments from various sources, such as the employee , their manager , peers, or subordinates. The survey helps identify strengths, areas for improvement, and overall job effectiveness. 
 Stretch Target 
 A stretch target, also known as a stretch goal, is an  objective within the Performance Management module that functions similarly to a Key Performance Area (KPA)   objective but is typically intended to drive additional growth or challenge an  employee beyond standard expectations. This section can be customised using system aliases and renamed to suit organisational needs. For example, some companies have renamed this section to Personal Development Plan to incorporate training initiatives into employees'   performance agreements . 
 
 
 
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Chapter 2: Roles and Permissions
Successful performance management relies on clearly defined roles and responsibilities. This chapter delves into the module's specific duties of administrators, managers, and employees. You’ll learn how each role contributes to the process, from configuring the system and tracking performance to setting goals and providing actionable feedback.
Understanding these roles ensures a collaborative approach to performance management, where every user knows their contribution and how it ties into the system’s overall functionality. This chapter sets the foundation for effective teamwork and accountability by clarifying responsibilities.

Employee Roles
Employees play a crucial role in setting goals and engaging in performance reviews , enabling them to effectively contribute to organisational goals while also driving their personal growth. 
 Several factors contribute to a successful performance management process: 
 
 Employees: 
 
 
 
 Open communication and mutual understanding between employees and managers are essential. 
 Active engagement includes:
 
 
 
 Setting clear objectives 
 Participating in regular check-ins 
 Self-assessing progress. 
 
 
 
 
 This approach leads to: 
 
 
 
 A sense of ownership over professional development 
 The nurturing of a growth mindset 
 Alignment of personal goals with the company's priorities. 
 
 
 
 
 
 
 
 
 
 
 
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Managerial Roles
Performance managers play an important role in guiding and evaluating their team. Managers are involved in setting objectives, providing feedback, and conducting performance reviews to drive employee growth and success. 
 Several factors contribute to a successful performance management process: 
 
 Managers: 
 
 
 
 
 Ongoing guidance and constructive feedback help employees stay on track. 
 
 
 Key responsibilities include: 
 
 
 
 
 Providing timely feedback and support 
 
 
 Discussing self-ratings and providing balanced assessments 
 
 
 Adjusting objectives to align with business and individual needs. 
 
 
 
 
 
 
 This approach results in: 
 
 
 
 
 A culture of continuous improvement 
 
 
 More accurate and actionable performance outcomes 
 
 
 Increased motivation and productivity. 
 
 
 
 
 
 
 
 
 
 
 
 
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Administrator Roles
Effective administrators should manage and support performance processes effectively. An administrator has several responsibilities, from configuring system settings to drawing reports, thereby ensuring smooth and accurate performance management. 
 Several factors contribute to a successful performance management process: 
 
 
 Administrators: 
 
 
 
 
 System accuracy and smooth operation enable an effective performance management process. 
 
 
 Primary responsibilities include: 
 
 
 
 
 Managing key data and performance cycles 
 
 
 Generating insightful reports for informed decision-making 
 
 
 Creating and maintaining agreement templates and review setups. 
 
 
 
 
 
 
 This support ensures: 
 
 
 
 
 A structured and efficient performance management system 
 
 
 Clear alignment of reviews with organisational goals 
 
 
 A seamless experience for employees and managers. 
 
 
 
 
 
 
 
 
 
 
 
 
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How Performance Management Works
Effective performance management depends on collaboration among employees, managers, and administrators. When these roles work together harmoniously, it fosters an efficient and productive environment, supporting both individual and organisational growth. 
 
 Below is an example of a performance cycle containing two review periods with check-ins enabled. Performance management requires collaboration and communication between administrators, managers, and employees. 
 
 
 
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Chapter 3: Setup and Configuration of Performance Management
Setting up the Performance Management module is a crucial step that lays the groundwork for its effective use. In this chapter, we’ll walk you through the setup process, including pre-setup checklists and step-by-step configuration guidelines. Additionally, you’ll learn how to integrate this module with other systems, such as career and succession planning, competency analysis, or training.
Whether you’re implementing this module for the first time or refining your setup, this chapter provides the tools and knowledge to ensure your implementation is smooth, efficient, and tailored to your organisation’s unique needs.

Prerequisites for this Module
Some configuration and setup should be done before implementing the Performance Management  module. 
 
 The People Management  module should be configured and set up. 
 
 Users should be able to  log in to the system and update their passwords.  
 Complete and review the Performance Manager reporting lines . 
 Ensure administrators, managers, and employees have been provided with the appropriate  access rights . 
 
 
 The email server should be set up if the default Signify email server is not used for notifications . This is demonstrated in the Ruleset Setup guide. 
 
 
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Performance Management Implementation Guide
Please click on this link to navigate to the implementation guide.

Settings Explained: Create or Edit Review Setup
A review setup defines the structure and rules governing the performance review process within an organisation. It determines how  performance agreements  function, specifying rating permissions, the level of the  employee's involvement, and approval workflows. 
 Each menu item related to review setups will be covered and includes the following: 
 
 In the beginning, only the  Details  menu item is accessible when creating a review setup. However, once you have adjusted and saved the review setup settings, the other menu items will become available. 
 Let's examine each menu item more closely. 
 Details 
 The name, description, and configuration settings for the review setup can be edited on the Details screen. 
 
 
 
 
 
 
 GENERAL SETTINGS 
 
 
 
 
 SETTING NAME 
 
 
 MODE 
 
 
 DESCRIPTION 
 
 
 
 Dual participation – both the employee and the manager will participate electronically. If disabled, only the manager will participate electronically. 
 
 
 Either the manager or the employee can create the performance agreement. The setting and rating of objectives requires the employee's participation. 
   
 Also activates the  Dual Participation  settings (see below). 
 
 
 
 
 
 The manager can create and approve the performance agreement and rate the objectives without the employee's participation. The employee will be allowed to view the agreement. 
   
 Also deactivates the Dual Participation  settings (see below). 
 
 
 
 Allow perspectives. 
 
 Allows perspectives as the highest level of categorisation. KPAs will be added to perspectives when creating performance agreements. 
 
 
 
 Perspectives are not required for performance agreements, so KPAs can be added directly when creating performance agreements. 
 
 
 Allow the manager to edit the review survey scores. 
 
 A manager will be able to update the review survey scores. Employees will be able to view the scores. 
 
 
 
 The review survey scores cannot be edited. Employees and managers can see the scores. 
 
 
 Show the timeline to the manager and employees on the Performance Management dashboard. 
 
 The timeline will display on the Performance Management dashboard. 
 
 
 
 The timeline will not display on the  Performance Management dashboard. 
 
 
 The next review period can only start when the previous one has been completed. 
 
 Forces the one review period to be completed before the next one can start. Thus, if you have two review periods, the first must be finalised before you can start the second. 
 
 
 
 Review periods can be started in any order if the phases are open. 
 
 
 Hide scores and weights during the Ratings phase. 
 
 Instead of displaying scores and weights, labels will be added to the rating scales. 
 
 
 
 The scores and weights will be displayed during the Ratings phase. 
 
 
 Allow excluding review items. 
 
 Review items can be excluded from the overall final score. 
 
 
 
 All review items are included in the overall final score. 
 
 
 Auto-copy the objectives from the previous review period in the same year. The agreement status will also be copied (e.g., Approved or In Progress). 
 
 
 The objectives from the immediately preceding review period's agreement are automatically copied, without needing to select the agreement. The agreement's status will also be copied (e.g., Approved or In Progress). 
   
 If no immediately preceding agreement is available, the pop-up menu prompts you to create one. In this instance, it does not copy the agreement's status. 
 
 
 
 
 The pop-up menu with the agreement creation options will appear. Objectives from the previous review period's agreement will not be copied. 
 
 
 When copying from another agreement, use the section weights from the copied agreement rather than those of the review setup. The rest of the structure is copied from the review setup's configuration. 
 
 The section weights from the copied agreement override the section weights configured in the review setup's settings. 
 
 
 
 The copied agreement will inherit the section weights from the review setup's configuration. 
 
 
 Allow other people (other than the manager) to rate a person at the lowest level (e.g., KPI level). 
 
 
 Selected people (other than the manager) can evaluate a person on a specific KPI. 
   
 Also activates the Allow Non-Manager Ratings settings (see below). 
 
 
 
 
 
 Only the manager can rate a person at the KPI level. 
   
 Also deactivates the Allow Non-Manager Ratings settings (see below). 
 
 
 
 Lock agreements for managers and employees. 
 
 
 Managers and employees can view agreements but not edit them.  
   
 Also activates the  Locked Agreements settings (see below). 
 
 
 
 
 
 Managers and employees can view and edit agreements. 
   
 Also deactivates the Locked Agreements settings (see below). 
 
 
 
 Allow interpolation 
 
 Interpolation is used to map actual values to the rating scales of a KPI. Actual values are entered when rating a KPI, and these values are then mapped to give a rating. A rating can also be excluded. 
 
 
 
 Interpolation is switched off. 
 
 
 Allow adding of a training intervention to PDP (when adding a new action plan). 
 
 When adding an action plan to a performance agreement (if enabled), a training intervention can be added to  PDP. 
 
 
 
 Action plans are added to performance agreements without linking to training interventions. 
 
 
 
 DUAL PARTICIPATION SETTINGS 
 
 
 
 
 SETTING NAME 
 
 
 MODE 
 
 
 DESCRIPTION 
 
 
 
 The person's Self-Rating and Manager Rating must be approved before the Final Rating can be completed. 
 
 This setting appears only when  Dual Participation  is enabled. The main setting, as well as the sub-setting, determines how this functionality will work. 
 
 
 Sub-setting 1: Show the person's approved Self-Rating to the manager only once the manager has approved the Manager Rating. 
 
 The person’s self-rating and the manager’s rating must be approved before the final rating can be completed. The person’s self-rating will only show to the manager once the manager's rating has been approved. 
 
 
 Sub-setting 2: Show the person's approved Self-Rating to the manager, regardless of the Manager Rating approval status. 
 
 The person’s self-rating and the manager’s rating must be approved before the final rating can be completed. The person’s approved self-rating will be shown to the manager, regardless of whether the manager's ratings have been approved or not. 
 
 
 Sub-setting 3: Show the Manager Rating to the person only once the Final Rating has been approved. 
 
 The person’s self-rating and the manager’s rating must be approved before the final rating can be completed. The manager’s rating will only be visible to the person once the final rating has been approved. 
 
 
 The Manager Rating and the Final Rating can be completed simultaneously (the Final Rating can only be approved once the person's Self-Rating has been approved). 
 
 
 This setting only shows when the  Dual Participation  setting has been enabled. 
 Both the manager’s rating and the final rating can be completed at the same time. The final rating can be approved only once the person’s self-ratings have been approved. The manager will see the self-ratings only after they have been approved. 
 
 The employee will see the manager's ratings once they have been approved, and will see the final ratings once they have been approved.  
 
 
 
 Only show the Final Rating column and hide the Manager Rating column. 
 
 This setting only shows when the  Dual Participation  setting has been enabled. The manager rating column is hidden, and only the self-ratings and final ratings are needed. The final rating can only be approved when the person’s self-ratings have been approved. 
 
 
 
 ALLOW NON-MANAGER RATINGS SETTINGS 
 
 
 
 
 SETTING NAME 
 
 
 MODE 
 
 
 DESCRIPTION 
 
 
 
 Allow anonymous evaluations 
 
 
 Selected people, other than the manager, can rate a person on the KPI level. The evaluation results will be presented anonymously. 
   
 The main setting, as well as the sub-setting, determines how this functionality will work. 
 
 
 
 
 Selected people, other than the manager, can rate a person on the KPI level. The comments and ratings of the person who performed the evaluation will be shown. 
 
 
 Sub-setting 1: Show the results anonymously (the manager and employee will not see who submitted the ratings). 
 
 Neither the manager nor the employee will see who submitted the ratings. 
 
 
 Sub-setting 2: Show the results anonymously only to the employee (the manager will see who submitted the ratings, but not the employee). 
 
 The employee will not be able to see who submitted the ratings and comments, but the manager will. 
 
 
 Sub-setting 3: Hide the evaluation summary page from employees. 
 
 The evaluation summary page will not show to employees, but the manager can view it. 
 
 
 Sub-setting 4: Show the comments and ratings anonymously (the manager and employee will see the ratings and comments submitted). 
 
 The manager and employee can view the ratings and comments submitted, but will not see who submitted them. 
 
 
 
 LOCKED AGREEMENTS SETTINGS 
 
 
 
 
 SETTING NAME 
 
 
 MODE 
 
 
 DESCRIPTION 
 
 
 
 Always 
 
 Managers and employees can view performance agreements, but will not be able to edit them. 
 
 
 Only when created via a performance management API (when created manually, this rule will not apply). 
 
 Managers and employees can view performance agreements, but will not be able to edit them if the agreements were created using a performance management API. 
 
 
 
 
 Review Items 
 
 
 Click to navigate to  Review Items . 
 Click  +REVIEW PERIOD  to load the required review items. 
 Fill in the name and weight of the review period. Toggle whether the review period is active. 
 
 
 
 Click  +REVIEW SURVEY  to add an evaluation to the review setup. 
 Fill in the name, weight, and maximum score of the review survey. Select the activation status of the review survey, as well as whether the review survey's scores may be revised. 
 
 
 
 If you have finished configuring the review items, they will appear on the  Performance Management  dashboard as shown below: 
 
 
 
 Sections 
 The different Sections of the performance agreement can be switched on or off, assigned weights, or configured for use. The following steps will guide you through the setup and configuration of the sections of a performance agreement. 
 
 
 A performance agreement can consist of the following sections: 
 
 Primary Goals (always enabled by default) 
 Stretch Goals (optional) 
 Values and Behaviours (optional) 
 Leadership Behaviours (optional) 
 Key Competencies (optional) 
 
 It is important to ensure your section weights add up to 100% for the performance agreement, or you may receive an error message as follows: 
 
 Let us look at the settings linked to each section of the performance agreement in more detail. 
 
 Primary Goals 
 Primary Goals form the core performance expectations of a role. They define what must be delivered for the organisation to function effectively and sustainably, representing operational reliability and accountability.  
 Since this section of a performance agreement is always enabled by default, the toggle to disable it is greyed out. 
 
 
 Add a weight for this section. 
 Choose whether the section's weight may change or not. 
 Configure the settings related to Key Performance Indicator weights:
 
 Option 1 : The Key Performance Indicator weights must add up to 100% per Key Performance Area .
 
 You can choose to automatically distribute the item weights (i.e. if there are 5 KPIs for a specific KPA, each KPI will have a weight of 20%). 
 
 
 Option 2 : The Key Performance Indicator weights must sum to 100% across the entire section (i.e., if there are 2 KPAs in the section, each with 2 KPIs, each KPI will have a weight of 25%). 
 
 
 Configure the performance rating scale and the check-in rating scale to be used for this section. Toggle whether comments will be required during check-ins or when rating objectives. 
 
 
 Stretch Goals 
 This section is an optional addition to performance agreements. Stretch Goals are intentionally ambitious and are typically linked to strategic growth, innovation or transformation rather than routine delivery. 
 
 
 Add a weight for this section. 
 Choose whether the section's weight may change or not. 
 Configure the settings related to Key Performance Indicator weights:
 
 Option 1 : The Key Performance Indicator weights must add up to 100% per Key Performance Area .
 
 You can choose to automatically distribute the item weights (i.e. if there are 5 KPIs for a specific KPA, each KPI will have a weight of 20%). 
 
 
 Option 2 : The Key Performance Indicator weights must sum to 100% across the entire section (i.e., if there are 2 KPAs in the section, each with 2 KPIs, each KPI will have a weight of 25%). 
 
 
 Configure the performance rating scale and the check-in rating scale to be used for this section. Toggle whether comments will be required during check-ins or when rating objectives. 
 
 
 Values and Behaviours 
 The Values and Behaviours section of a performance agreement supports growth beyond technical competence. Whereas the primary goals focus on what is achieved, this section focuses on  how it is achieved. Evaluating this section serves several purposes: 
 
 
 
 Reinforces organisational culture, 
 Supports leadership accountability, 
 Enables development conversations, 
 Balances results with conduct, and 
 Mitigates organisational risk. 
 
 
 
 
 
 Add a weight for this section. 
 Choose whether the section's weight may change or not. 
 Select whether item weights may be distributed automatically (i.e. if there are 5 items, they will each have a weight of 20%). 
 Decide whether to allow users to add or remove items from this list. 
 Configure the performance rating scale and the check-in rating scale to be used for this section. Toggle whether comments will be required during check-ins or when rating items. 
 Link master data values and behaviours to the performance agreement. Click  here  to find out how to update the  Master Data Library . 
 
 
 Leadership Behaviours 
 Including a  Leadership Behaviours  section in a performance agreement is crucial to strategic governance. It not only assesses leadership effectiveness but also emphasises its direct influence on organisational culture and long-term success. At senior levels, leadership behaviours significantly shape the broader organisational environment, influencing team dynamics, decision-making, and overall performance beyond individual KPIs. 
 
 
 Add a weight for this section. 
 Choose whether the section's weight may change or not. 
 Select whether item weights may be distributed automatically (i.e. if there are 4 items, they will each have a weight of 25%). 
 Decide whether to allow users to add or remove items from this list. 
 Configure the performance rating scale and the check-in rating scale to be used for this section. Toggle whether comments will be required during check-ins or when rating items. 
 Link master data leadership behaviours to the performance agreement. Click here  to find out how to update the  Master Data Library . 
 
 
 Key Competencies 
 Listing Key Competencies in a performance agreement ensures that capability, not only output, is formally assessed. While goals measure results, competencies evaluate the underlying skills and proficiency that enable sustained performance. 
 This section strengthens talent governance, succession planning and capability development. 
 
 
 Add a weight for this section. 
 Choose whether the section's weight may change or not. 
 Select whether item weights may be distributed automatically (i.e. if there are 5 items, they will each have a weight of 20%). 
 Decide whether to allow users to link additional key competencies from the Master Data Library . 
 Configure the performance rating scale and the check-in rating scale to be used for this section. Toggle whether comments will be required during check-ins or when rating items. 
 
 
 Action Plan 
 Linking an Action Plan to a performance agreement transforms the document from a static evaluation tool into a dynamic performance management instrument. It ensures that identified gaps, risks or development areas are not merely recorded but actively addressed. In other words, this section closes the loop between assessment and improvement. Toggle to switch action plans on or off. 
 
 
 Templates 
 The final menu item when creating or editing review setups is Templates . For more information on how to create, import, or edit performance agreement templates, please view the next section in this chapter, titled " Settings Explained: Performance Agreement Templates ".

Settings Explained: Performance Agreement Templates
Creating performance agreement templates can greatly enhance the efficiency of developing performance agreements, making the process smoother and more organised. This not only ensures consistency in format but also helps minimise administrative burdens. By following this guide, you’ll be equipped to craft reusable performance agreement templates that can serve effectively across multiple performance cycles. 
 To begin, ensure you are on the  Templates  screen in the review setup's settings. 
 
 
 
 Create New Template 
 
 Click  +NEW TEMPLATE . 
 
 
 
 Add a descriptive title for this performance agreement template. Choose whether the template should be published or whether the weights of this template should override the weights configured in the review setup's settings. 
 
 
 Add Primary Goals and Stretch Goals 
 The process for adding primary and stretch goals is the same for both sections. Follow the steps below to add primary goals, then repeat them for stretch goals. 
 Add perspectives 
 
 If you are using perspectives, click  +PERSPECTIVE . If not, skip ahead to adding a key performance area. 
 
 
 
 Select a perspective from the drop-down menu and assign a weight. Click  SAVE ADD NEW  to continue adding more perspectives to this section, or click  SAVE  if you are done. 
 
 
 
 Your added perspectives and their assigned weights will display on the screen. 
 
 Add KPAs 
 
 Click +KEY PERFORMANCE AREA  to add a KPA. 
 
 
 
 Type in your own KPA, or select one from the  Master Data Library . Assign weights to the KPAs, ensuring that their total for each perspective (or section, if not using perspectives) equals 100%. Click  SAVE ADD NEW  to continue adding more KPAs, or click  SAVE  if you are done. 
 
 
 
 Your added KPAs and their assigned weights will display on the screen. 
 
 
 Add KPIs 
 
 Click  KEY PERFORMANCE INDICATOR+  to add a KPI to a KPA. 
 
 
 
 Type in your own KPI, or select one from the  Master Data Library . Complete details of the KPA, such as a description, related activities, measures, and an apt rating scale.  
 
 
 
 Click  SAVE ADD NEW  to continue adding more KPAs, or click  SAVE  if you are done. 
 
 
 
 Your added KPIs and their assigned weights will display on the screen. 
 
 
 Add Values and Behaviours, Leadership Behaviours, and Key Competencies 
 Values and Behaviours are configured in the review setup's settings and will automatically be populated when the performance agreement is created. 
 
 The same will happen with Leadership Behaviours. 
 
 Key Competencies can be linked to the performance agreement template by either creating your own, or selecting one from the  Master Data Library . 
 
 
 Save a created template 
 
 Before you save the template you have created, ensure the following is in place:
 
 The template has a descriptive name. 
 The template is published (if it is ready to be used in your review setup). 
 The template's weights are correct.
 
 All the weights of the perspectives  in a section should add up to 100%. 
 All the weights of the KPAs   linked to a perspective (or to a section, if not using perspectives) should sum to 100%. 
 All KPI weights linked to a KPA should total 100%. 
 
 
 
 
 Click  SAVE . 
 
 
 
 A message indicating the successful creation of the template will display. 
 
 
 
 If the weights of the template are not balanced, an error message will display. 
 
 
 Import a Template 
 Templates can also be imported using an import sheet. The template will be populated using Excel, staged for import into the  Performance Management  module, and automatically linked to a review setup. 
 
 To begin importing a template, access the  Module-Specific Functions  menu. 
 
 
 
 Click  Import . 
 
 
 
 Select  Performance Management from the drop-down menu, and ensure it is set to import templates . Click  PROCEED  to continue. 
 
 
 
 Download the Excel import file and populate it with the template's details. 
 When you have completed this step, click  UPLOAD IMPORT FILE to upload your import file. 
 
 
 
 Once the file has successfully uploaded, click  IMPORT . 
 
 
 
 The import results will be displayed. If the file was successfully  staged for import, the results will all show green ticks. 
 
 
 
 To view the status of the template's import, navigate to the  system inbox . 
 
 
 
 Click  Imports . 
 
 
 
 The table will show all the results of recent system imports. Locate your performance template import entry, and view the status.

 
 Staged : The import is still in progress. 
 Completed : The import has completed successfully. 
 CompletedWithErrors : There are errors in your import file. 
 
 
 
 
 
 To view the errors with your import file, find the  CompletedWithErrors  entry and hover over the three dots. 
 
 
 
 Click Export Errors to investigate why the template did not complete the import process. 
 
 
 
 The export document containing the errors will be located in your  system inbox . 
 
 
 
 Once you have reviewed all errors with your imported templates, they should import successfully, and your template library  should look like this: 
 
 
 
 Templates can easily be copied or deleted by hovering over the desired template and either clicking the copy or the dustbin icon.

Chapter 4: Using the Performance Management Module
The true value of the Performance Management module lies in how it’s used to drive individual and organisational success. This chapter offers practical guidance on the module’s key functionalities, including goal or objective setting, conducting performance reviews, and giving constructive feedback. Each section is designed to provide step-by-step instructions to help you maximise the system’s potential.
By understanding how to effectively utilise these features, you’ll empower your organisation to build a culture of continuous improvement and achieve measurable outcomes.

Before You Start
Before you start: 
 
 Consider populating the Master Data Library  with performance management items, which can streamline the performance management process. These library items include:
 
 
 
 Perspectives 
 Key Performance Areas 
 Key Performance Indicators 
 Leadership Behaviours 
 Values and Behaviours 
 Key Competencies 
 
 
 
 
 
 Click here to find out how to update the  Master Data Library . 
 
 
 Ensure you have a clear understanding of the employee's responsibilities, the company's goals, and how the role fits into the overall picture. 
 Base the performance objectives on SMART goals . Each objective should be:
 
 
 
 Specific 
 Measurable 
 Achievable 
 Relevant 
 Time-bound 
 
 
 
 
 Ensure the goals support the department or organisation's priorities. 
 Select clear performance indicators. 
 Finally, employees are more likely to commit to the process if they have input in setting their goals, so consider engaging in a two-way discussion 
 
 Key elements to include: 
 
 Performance goals and objectives 
 
 These should be aligned with organisational priorities. 
 Keep the language simple and clear. 
 Avoid making goals too broad or unrealistic. 
 
 
 Key Performance Indicators (KPIs) 
 
 Select quantitative and qualitative indicators for each objective. 
 Focus on the most impactful goals to avoid overloading the agreement. 
 The employee's input is vital when setting targets. 
 
 
 
 
 
 Behavioural expectations 
 
 Include company values, as well as expected behaviours in teamwork, leadership, or communication. 
 
 
 Employee support 
 
 Consider the tools, resources, or support from management that the employee may need to succeed. 
 Acknowledge that priorities may shift and that agreements should be revisited if needed. 
 Think about the employee's development and their future potential. 
 
 
 Review process and frequency 
 
 Define how and when progress will be evaluated. 
 Incorporate feedback loops that enable feedback to flow from the manager to the employee and vice versa. 
 
 
 
 
 
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Creating a Performance Agreement
The following section will guide you through creating a performance agreement. The guide assumes you do not have an existing agreement for the current performance cycle and that you wish to create one. 
 
 Begin by navigating to the Performance Management dashboard. 
 
 
 
 Click  START  to create a new performance agreement. 
 
 
 
 The Performance Management module allows a performance agreement to be created in three ways for employees. 
 
 
 
 Managers are offered an additional option to create a performance agreement for a reportee using a template from another team member.  
 
 
 Click on the following tabs to expand the step-by-step instructions. 
 
 Create a blank agreement 
 
 Click  Create Blank to start creating a performance agreement from the beginning. 
 
 
 
 Click  START . 
 
 
 
 The performance agreement screen will display, showing the different sections, though it won't include any objectives at this stage. Adding objectives is covered in the next section. 
 
 
 
 
 Use a performance agreement template 
 
 Click  Copy From Template to create a performance agreement based on a system template. 
 
 
 
 Click  START . 
 
 
 
 A list of the templates currently on the system will be shown. 
 
 
 
 
 
 
 
 Use the search bar to search for a template based on a job title or specific keywords.  
 
 
 
 
 
 
 
 
 
 
 
 A tick will be displayed if the template's weights override the review setup's weights. A cross indicates that the review setup's weights will be used. 
 
 
 
 
 
 
 
 
 
 
 
 To ensure you select the correct template, you can preview it by clicking the icon. The preview will open in a new tab. 
 
 
 
 
 
 
 
 Choose a template you would like to copy, then click CREATE . 
 
 
 
 The performance agreement screen will display, with the Perspective , Key Performance Area , and Key Performance Indicator fields filled in from the template. 
 
 
 
 
 Copy from a previous agreement 
 
 Click  Copy From Previous to create a performance agreement based on an agreement from a previous performance cycle. 
 
 
 
 Click  START . 
 
 
 
 A list of the performance agreements from previous review periods will be shown. 
 
 
 
 
 
 
 
 To ensure you select the correct performance agreement, you can preview it by clicking the icon. The preview will open in a new tab. 
 
 
 
 
 
 
 
 Select the performance agreement you would like to copy, then click  CREATE . 
 
 
 
 The performance agreement screen will display, with the Perspective , Key Performance Area , and Key Performance Indicator fields filled in from the previous agreement. 
 
 
 
 
 Copy an agreement from another employee (Managers only!) 
 
 Click  Copy From Another to create a performance agreement based on another employee's agreement. 
 
 
 
 Click  START . 
 
 
 
 A list of the other employees in your team's performance agreements will be shown. These agreements are from the current and previous review periods. 
 
 
 
 
 
 
 
 To ensure you select the correct performance agreement, you can preview it by clicking the icon. The preview will open in a new tab. 
 
 
 
 
 
 
 
 Select the performance agreement you would like to copy, then click  CREATE . 
 
 
 
 The performance agreement screen will display, with the Perspective , Key Performance Area , and Key Performance Indicator fields filled in from the other employee's performance agreement. 
 
 
 
 
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Objective-Setting Phase
The Objective-Setting Phase Explained 
 When creating a performance agreement, it is important to understand the WHY . Why is it important to set objectives? 
 The answer is simple: to bring clarity . Having a clearly outlined goal makes it easier for managers and employees alike to achieve success. For helpful tips on approaching the objective-setting phase, please visit the  Before You Start page. 
 The following guide will help you through setting your objectives, and will assume you are using all of the following sections in a performance agreement: 
 
 Primary Goals 
 
 Perspectives (optional)

 
 Key Performance Areas
 
 Key Performance Indicators 
 
 
 
 
 
 
 Stretch Goals (optional) 
 
 Perspectives (optional)

 
 Key Performance Areas
 
 Key Performance Indicators 
 
 
 
 
 
 
 Values and Behaviours (optional) 
 Leadership Behaviours (optional) 
 Key Competencies (optional) 
 
 The  Performance Management  module is modular and can be configured to suit your unique performance management processes. For examples of how different combinations of review setup settings work, or of different performance management configurations, please see the  Tips and Use Cases chapter. 
 
 Below is an example of a complete performance agreement that uses all available sections. 
 
 It has been populated with perspectives ,  KPAs , KPIs , and assigned weights . 
 The  side menu provides an overview of the performance agreement and allows easy navigation between its sections. 
 
 
 
 Our Example's Settings 
 Based on your review setup, you may be using some (or all) of the aforementioned performance agreement sections.  Not all sections are mandatory . If a section (such as Stretch Goals) or a feature (such as Perspectives) does not apply to your review setup, you are more than welcome to skip its tutorial and proceed to the next step. 
 For our example, the following review setup settings have been enabled: 
 
 Additionally, the automatic distribution of item weights has been enabled for all settings: 
 
 The setting to add or delete items on a list (such as the Values and Behaviours list) has been disabled: 
 
 
 How to Complete the Objective-Setting Phase 
 Expand the following collapsible blocks to learn more. 
 
 PRIMARY GOALS 
 Primary Goals 
 Overview of the process 
 
   
 Add perspectives 
 
 For this tutorial, we will assume you selected  Create Blank when creating the performance agreement. 
 
 
 
 The blank performance agreement will be populated with the sections that have been activated in the review setup's configuration. Please note, the red headings in the menu on the left show that information is missing, such as missing perspectives, KPAs, KPIs, or unbalanced weights. The weights of unbalanced sections will also flash red. 
 
 
 
 Click  +PERSPECTIVE  to add a perspective. 
 
 
 
 Select a perspective which has been loaded to the Master Data Library . 
 
 
 
 Assign a weight to the perspective, then click SAVE ADD NEW to continue adding more perspectives. 
 
 
 
 Once you have finished adding all the perspectives, your agreement should look something like this: 
 
 
 
 Ensure all the perspective weights in this section add up to 100%. 
 To delete a perspective, hover over its title, then click the dustbin icon. 
 
 
 
 A perspective can be tagged for discussion with your manager by clicking the tag icon. 
 
 
 
 Your manager will receive a message in their system inbox regarding your query. 
 
 
 
 Documents linked to a specific performance agreement item can be viewed by clicking on the folder icon. 
 
 
 
 Linked documents will display in the table on the Documents screen. 
 
 
 Add KPAs 
 
 Click +KEY PERFORMANCE AREA  to add a KPA. 
 
 
 
 Either type your own KPA or select one from the Master Data Library .  
 
 
 
 If using Master Data Library items, click on the hand icon to search for a KPA. 
 
 
 
 Click on the KPA you would like to link . 
 
 
 
 Assign a weight . Click  SAVE ADD NEW  to keep adding additional KPAs for this perspective, or SAVE if you are done. 
 
 
 
 Ensure all the weights of the KPAs linked to a specific perspective add up to 100%. 
 To delete a KPA, hover over its title, then click the dustbin icon. 
 
 
 
 A KPA can be tagged for discussion with your manager by clicking the tag icon.  
 
 
 
 Your manager will receive a message in their system inbox regarding your query. 
 
 
 
 Documents linked to a specific KPA can be viewed by clicking on the folder icon. 
 
 
 
 Linked documents will display in the table on the Documents screen. 
 
 
 Add KPIs 
 
 Click the plus icon next to KEY PERFORMANCE INDICATOR to add a KPI. 
 
 
 
 Either type your own KPI or select one from the  Master Data Library .  
 
 
 
 If using Master Data Library items, click on the hand icon to search for a KPI. 
 
 
 
 Click on the KPI you would like to link . 
 
 
 
 If the weights are automatically distributed (based on your review setup's settings), the KPI's weight will be calculated automatically. 
 
 
 
 If this setting is switched off, you should assign a weight to this KPI. For more information on review setup settings, click here . 
 If a rating scale has been configured on your review setup's settings, you can click to insert this pre-saved rating scale, or choose to construct your own. For more information on rating scales, click here . 
 If interpolation has been activated for this review setup, you can choose to interpolate the scores of this KPI if required.

 
 For example, if the KPI requires selling more than 10 cars a month, you can use interpolation to calculate the scores of employees who sold 13, 20, 30, or 40 cars a month.  
 During the Rating phase , you would enter how many cars were sold, and the system would automatically calculate a rating for this KPI. 
 For more information on how this works, click here . 
 
 
 
 
 
 Click SAVE ADD NEW  to keep adding additional KPIs for this perspective, or  SAVE if you are done. 
 
 
 
 Check to ensure the KPI weights are balanced for this section. There are two possible settings for KPI weights:
 
 The Key Performance Indicator weights must add up to 100% per Key Performance Area setting is on, as shown in our example, and you need to adjust the weights accordingly (if the auto-distribute weights setting has been switched off).  
 
 
 
 
 OR 
 
 
 
 The Key Performance Indicator weights must sum to 100% across the entire section setting is on, and you need to adjust the weights accordingly (if the auto-distribute weights setting has been switched off). 
 
 
 
 
 If you are unsure which setting is active, please contact your performance management administrator. 
 
 
 To delete a KPI, hover over it and click the dustbin icon. 
 
 
 
 A KPI can be tagged for discussion with your manager by clicking the tag icon.  
 
 
 
 Your manager will receive a message in their system inbox regarding your comment or query. 
 
 
 
 Hovering over a KPI will show its activities , measures , and ratings . 
 
 
 
 Documents linked to a specific KPI can be viewed by clicking on the folder icon. 
 
 
 
 Linked documents will display in the table on the Documents screen. 
 
 
 
 Click  UPLOAD  to upload a document linked to a specific KPI. 
 
 
 
 Click  LINK DOCUMENT  to link a document from an external storage location, such as Google Drive, OneDrive, or SharePoint. 
 
 
 
 Back on the objective setting screen, click to link an action plan to a specific KPI. 
 
 
 
 The  details  of the  action plan  can be captured on the pop-up screen. 
 
 
 
 If training is required for this KPI, a training intervention can be linked from the  Training Intervention Library . 
 
 
 
 A comment may be added to a KPI by the manager or the employee. 
 
 It is important to ensure your weights for this section are correct. 
 
 
 
 
 
 If your weights of perspectives, KPAs, or KPIs are unbalanced, you will receive the following error message when attempting to submit your objectives: 
 
 
 
 
 
 STRETCH GOALS 
 Stretch Goals 
 Overview of the process 
 
 Add perspectives 
 The process for adding perspectives in the Stretch Goals section is the same as Primary Goals. Click here to jump to the tutorial. 
 Add KPAs 
 The process for adding KPAs in the Stretch Goals section is the same as Primary Goals. Click here to jump to the tutorial. 
 Add KPIs 
 The process for adding KPIs in the Stretch Goals section is the same as Primary Goals. Click here to jump to the tutorial. 
 For more information regarding the settings used to configure Stretch Goals, click here . Once completed, your Stretch Goals section may look similar to our example below: 
 
 
 
 VALUES AND BEHAVIOURS 
 Values and Behaviours 
 The objectives in this section are  automatically populated when the performance agreement is created. For more information regarding the settings used to configure Values and Behaviours, click  here . 
 Once completed, your V alues and Behaviours section may look similar to our example below: 
 
 
 If the addition or deletion of items to the list has been enabled, you may link additional items to the performance agreement. Click here  to find out how to update the  Master Data Library . You can hover over an item and click the dustbin icon to delete it. In our example, this setting has been disabled. 
 
 
 
 If the auto-distribution of weights setting has been enabled, the system will automatically assign a weight to each item in the list. However, if this setting has been disabled, please ensure the weights of the items in this list add up to 100%. In our example, this setting has been enabled. 
 
 
 
 A Values and Behaviours item can be tagged for discussion with your manager by clicking the tag icon.  
 
 
 
 Your manager will receive a message in their system inbox regarding your comment or query. 
 
 
 
 Documents linked to a specific Values and Behaviours item can be viewed by clicking on the folder icon. 
 
 
 
 Linked documents will display in the table on the Documents screen. 
 
 
 
 Click  UPLOAD  to upload a document. 
 
 
 
 Click  LINK DOCUMENT  to link a document from an external storage location, such as Google Drive, OneDrive, or SharePoint. 
 
 
 
 Back on the objective setting screen, click to link an action plan to a specific Values and Behaviours item. 
 
 
 
 The  details  of the  action plan  can be captured on the pop-up screen. 
 
 
 
 If training is required for this Values and Behaviours item, a training intervention can be linked from the  Training Intervention Library . 
 
 
 
 A comment may be added to a Value or Behaviour by the manager or the employee. 
 
 
 
 LEADERSHIP BEHAVIOURS 
 Leadership Behaviours 
 The objectives in this section are  automatically populated when the performance agreement is created. For more information regarding the settings used to configure Leadership Behaviours, click  here . 
 Once completed, your Leadership Behaviours section may look similar to our example below: 
 
 
 If the addition or deletion of items to the list has been enabled, you may link additional items to the performance agreement. Click here  to find out how to update the  Master Data Library . You can hover over an item and click the dustbin icon to delete it. In our example, this setting has been disabled. 
 
 
 
 If the auto-distribution of weights setting has been enabled, the system will automatically assign a weight to each item in the list. However, if this setting has been disabled, please ensure the weights of the items in this list add up to 100%. In our example, this setting has been enabled. 
 
 
 
 A Leadership Behaviours item can be  tagged for discussion with your manager by clicking the tag icon.  
 
 
 
 Your manager will receive a message in their system inbox regarding your comment or query. 
 
 
 
 Documents linked to a specific Leadership Behaviours item can be viewed by clicking on the folder icon. 
 
 
 
 Linked documents will display in the table on the Documents screen. 
 
 
 
 Click  UPLOAD  to upload a document. 
 
 
 
 Click  LINK DOCUMENT  to link a document from an external storage location, such as Google Drive, OneDrive, or SharePoint. 
 
 
 
 Back on the objective setting screen, click to link an action plan to a specific Leadership Behaviours item. 
 
 
 
 The  details  of the  action plan  can be captured on the pop-up screen. 
 
 
 
 If training is required for this Leadership Behaviours item, a training intervention can be linked from the  Training Intervention Library . 
 
 
 
 A comment may be added to a Leadership Behaviour by the manager or the employee. 
 
 
 
 KEY COMPETENCIES 
 Key Competencies 
 The settings governing the Key Competencies section is explained here . 
 
 Click to link key competencies to the performance agreement. 
 
 
 
 A key competency can be selected from the  Master Data Library , or you can type your own. 
 
 
 
 Add a description , appropriate measures , and a rating scale for this competency. 
 Click to activate interpolation for this item. 
 Click  SAVE ADD NEW  to add an additional item, or click  SAVE  if you are done. 
 Once you have completed the key competencies section, your performance agreement may look something like this: 
 
 
 
 Documents may be linked to key competency items, as well as action plans. 
 A comment may be added to a Key Competency by the manager or the employee. 
 
 
 
 ACTION PLAN 
 Action Plan 
 An action plan can be linked to a performance agreement, with actionable steps and milestones to track progress. 
 
 To create an action plan, click  +ACTION. A previous action plan item may also be copied to the current performance agreement. 
 
 
 
 The details  of the  action plan  can be captured on the pop-up screen. 
 
 
 
 If training is required for this action plan, a training intervention can be linked from the Training Intervention Library , or you may type your own. 
 
 
 
 
 GENERAL COMMENTS 
 General Comments 
 General comments, from the employee as well as the manager, can be made on the performance agreement. Click +GENERAL COMMENT to add a new comment. 
 
 
 
 Submitting Your Objectives 
 To ensure you are ready to submit your objectives, ask yourself the following questions: 
 
 Have you completed all the sections of the performance agreement with suitable objectives? 
 Does each objective have the correct weight assigned? 
 Are the weights for each section correct? 
 Have you uploaded supporting documents for your objectives where needed? 
 Have you added comments to your objectives where needed? 
 Have you added action plans to specific objectives where needed? 
 If applicable, have you added a general action plan to the performance agreement?  
 If necessary, have you added general comments to the performance agreement?  
 
 If you have gone through this list and double-checked your performance agreement, you can use the toolbar at the bottom of the screen to finalise your objectives: 
 
 
 If you would like to edit the section weights of the performance agreement, click  EDIT SECTION WEIGHTS . 
 
 
 
 If you would like to view or print the performance agreement, click  VIEW/PRINT . The performance agreement will open in a new tab. 
 
 
 
 The performance agreement can be exported to Excel as a spreadsheet by clicking  EXPORT . 
 
 
 
 Save the document. 
 
 
 
 Print the document using the print dialogue. 
 
 
 
 Back on the performance agreement screen, click  SUBMIT OBJECTIVES  if you are ready to submit the performance agreement for approval. 
 
 
 
 A confirmation message will appear, indicating that your performance manager will be notified of your submission. Click the  I acknowledge & agree  toggle, then click  SUBMIT . 
 
 
 
 The employee's Performance Management dashboard will indicate that they have successfully  submitted their objectives . 
 
 
 
 Upon submitting their objectives, the employee's performance manager will receive the following  email automatically: 
 
 
 
 If the manager navigates to their  Performance Management dashboard, they will see that their next step is to complete the objective-setting phase. Next to the employee's performance summary, the manager can click  CONTINUE . 
 
 
 
 The performance manager can  review the performance agreement, make necessary edits, submit comments, initiate discussions, and adjust weights as needed. 
 
 
 
  Once they have finished their reviews, they can click SUBMIT OBJECTIVES . 
 
 
 
 A confirmation message will appear, indicating that the objectives will be locked for editing. Click the  I acknowledge & agree  toggle, then click  SUBMIT . 
 
 
 
 The employee will then receive this email , indicating that the manager has approved their objectives: 
 
 
 
 The manager's dashboard will show that the performance agreement has moved to the next phase, which is the Check-In Phase . 
 
 
 
 Editing Your Objectives 
 
 The employee will be unable to modify their objectives unless the manager clicks MODIFY OBJECTIVES  on their  Performance Management  dashboard. Hover over the three dots next to the employee's profile picture to access this menu. 
 
 
 
 Modifying the objectives will unapprove  them, allowing the employee to modify  and resubmit them. The manager must then reapprove them. Click the  I acknowledge & agree  toggle, then click  SUBMIT . 
 
 
 
 The employee will also receive an  email  notifying them that their performance manager has modified the objective settings. 
 
 
 
 Viewing or Printing the Performance Agreement 
 
 If you would like to view or print the performance agreement, hover over the three dots next to the employee's profile picture to access this menu. Click VIEW/PRINT . 
 
 
 
 The performance agreement will open in a new tab. 
 
 
 
 The performance agreement can be exported to Excel as a spreadsheet by clicking  EXPORT . 
 
 
 
 Save the document. 
 
 
 
 Print the document using the print dialogue. 
 
 
 
 Next Steps 
 The next phase of the performance management process has started: the Check-In Phase . Your performance manager may contact you to discuss your performance during a check-in. Use this time wisely and ensure check-ins happen regularly. For more information, proceed to the next part of this chapter.

Check-In Phase
The Check-In Phase Explained 
 Once performance objectives have been submitted and approved, the  Check-In Phase  will start. 
 This is an integral part of the performance management process, as it provides time for employees to work on achieving the objectives in their performance agreements, while managers can monitor their progress and provide feedback. 
 The  Performance Management  module's check-in functionality works best when paired with one-on-one discussions between employees and managers. By digitally recording content from check-ins, employees have a reference point, and managers can efficiently track the employee's progress. However, check-ins  in the  Performance Management  module are not mandatory and can be disabled . 
 Remember, a performance management process is not one-size-fits-all; it is imperative that employees and managers discuss how they will approach it. 
 
 Activating Check-Ins 
 
 As an administrator or a person with access, navigate to the Performance Management  module. 
 
 
 
 Click on the Setup and Configuration menu. 
 
 
 
 Click on Product Setup . 
 
 
 
 Click on the Review Years tab. 
 
 
 
 Click the  review year to which the review setup is linked that you would like to activate check-ins for. 
 
 
 
 The Details screen of the review year will appear. Click  Review Setups  in the menu on the left. 
 
 
 
 Click on the  review setup  you would like to activate check-ins for. 
 
 
 
 The  review periods  for the review setup will appear. Toggle the switch next to check-ins to activate or deactivate check-ins.  
 
 
 
 Click  SAVE  when you are done. 
 
 
 
 Conducting a Check-In 
 For our example, we will assume that Emily Collins, the performance manager, will kick off the check-in phase with her reportee, Christoph Sutherland. 
 
 
 The manager should navigate to the  Performance Management  dashboard and find the employee's contract under the  My Team  tab. 
 
 
 
 Click  CHECK-IN . 
 
 
 
 The employee's performance agreement will open. At the top of the screen, the check-in statistics banner will provide the following information: 
 
 
 
 
 
 The number of objectives to discuss. 
 The number of objectives that were discussed during the last two weeks during a check-in. 
 The number of objectives that were discussed more than two weeks ago during a check-in.  
 The number of objectives for which no check-in has been done yet. 
 
 
 
 The manager does not need to review all the objectives at each check-in. Select a few objectives and provide feedback, then select another set of objectives for the next check-in. 
 
 The menu on the left can be used for navigation. 
 
 
 
 The centre section contains all the objectives of the performance agreement, the date of the last review, and comments from the manager and the employee. 
 
 
 
 To add a comment on an objective during a check-in, click on the desired KPI. 
 
 
 
 The check-in menu will appear. Click to rate whether the employee is on track with this KPI, then record your comments. Once you have reviewed the feedback and you are satisfied, click  SAVE . 
 
 Please note that the manager may record private comments for their own record-keeping, which will not be displayed to the employee. 
 
 
 
 
 
 A message will confirm that the comment has been successfully saved. 
 
 
 
 If you would like to edit a previous check-in comment, click on the KPI where you have entered the comment. When the check-in screen appears, click  EDIT LAST COMMENT . 
 
 
 
 Adjust your check-in comments as necessary, then click  SAVE . 
 
 
 
 Your historical comments will be displayed when you click on the KPI. 
 
 
 
 Historical comments, the last check-in date, and the previous rating will display on the main check-ins screen. 
 
 
 
 Reviewing a Check-In 
 
 From the employee's perspective, their Performance Management dashboard will notify them that their manager has conducted a check-in. The employee can click the  CHECK-IN  button to view their manager's comments. 
 
 
 
 When opening their performance agreement, the employee will see the check-in statistics banner, the navigation menu, and their objectives. 
 
 
 
 The employee can review their manager's comments and add their own comments to each objective. Click a KPI to open the check-in menu. 
 
 
 
 Add your own comment, then click  SAVE . Your comment will display on the main check-in screen. 
 
 
 
 To edit your comment on an objective, click the KPI and then click  EDIT LAST COMMENT . 
 
 
 
 Update your comment, then click  SAVE . 
 Click  BACK TO DASHBOARD  to return to the Performance Management dashboard. 
 
 
 
 The number of check-ins will appear in the dashboard's overall summary section. 
 
 
 
 Check-In Notification Emails 
 The system automatically sends the following emails for check-ins: 
 
 
 For managers: 
 
 A reminder email once the  start date of the check-ins has been reached . 
 
 
 
 
 
 For managers and employees: 
 
 A reminder email of the check-in deadline .
 
 The date when this email will be sent can be configured at the same location where check-ins can be activated or deactivated. 
 Managers' emails will look like this: 
 
 
 
 
 
   
 
 
 
 
 
 Employees' emails will look like this: 
 
 
 
 
 
 
 
 Next Steps 
 The next phase of the performance management process is the Ratings Phase . For more information, proceed to the next part of this chapter.

Ratings Phase
The Ratings Phase Explained 
 The  Ratings Phase  of the performance management process focuses on evaluating the employee based on the objectives specified in their performance agreement. If the  dual participation  option is enabled in the review setup, both the employee and the manager will be involved in the rating process. However, if this option is disabled, only the manager will  enter the details into the  Performance Management  module, while the employee will be able to review them . 
 For our example, the following review setup settings have been enabled: 
 
 For our example, we will assume that Emily Collins, the performance manager, and her reportee, Christoph Sutherland, will complete the Ratings Phase together.  
 
 Please note: since the  dual participation  setting has been activated for our example, we will explain both the employee's and the manager's roles in the process. If this setting does not apply to your review setup, you may skip the sections explaining the employee's involvement. Moreover, Emily will be able to complete the manager rating and the final rating simultaneously. This means Emily will be able to view Christoph's comments for each objective while she is rating him, but not his self-rating score. 
   
 Employee Self-Rating 
 
 The employee will start the Ratings Phase by completing their self-rating on each of their objectives. Navigate to the  Performance Management  dashboard, locate your performance agreement, and click the  RATE  button. 
 
 
 
 The employee's performance agreement will open. The left-hand menu may be used for navigation, and the objectives are listed in the centre. The summary banner at the top of the screen shows the person's average rating based on the weights for each KPI that has been rated. 
 
 
 
 Click here to start a discussion with your manager about a selected objective. 
 
 
 
 Your manager will receive a message in their system inbox . 
 
 
 
 Click RATE to start rating an objective. 
 
 
 
 The ratings menu will appear. Click on a rating for the KPI, and add a suitable comment. 
 
 
 
 Scrolling down will display the historical comments  from the objective-setting and check-in phases. It can be useful to review these before submitting your KPI rating. 
 
 
 
 If you are ready to submit your rating for this KPI, click SAVE . 
 
 
 
 Your rating and comment will appear on the main ratings screen. 
 
 
 
 
 As you proceed through the self-rating process, your calculated self-rating score in the summary banner will change based on the KPI's weight in the performance agreement. 
 
 
 
 To modify your rating for a particular objective, click  CHANGE . 
 
 
 
 Update your comment or rating, then click SAVE .  
 
 
 
 For KPIs using  interpolation , type in the actual value. The system will automatically calculate the rating for this objective, based on the configured interpolation rating scale. 
 
 
 
 Once you have rated each objective, click  APPROVE PERSON SELF-RATING .  
 
 
 
 A warning message will appear, notifying the employee that submitting the ratings will lock the agreement for editing and notify their manager. To proceed, click to acknowledge and agree , then click SUBMIT . 
 
 
 
 If objectives in the agreement have not been rated , the employee will not be able to submit their ratings. Please review the performance agreement carefully, ensure each objective has been rated, and resubmit the self-ratings. 
 
 
 
 The  manager will receive an automated email from the system notifying them to proceed with the manager ratings . 
 
 
 
 The employee's dashboard will show that their performance agreement status is now completed. They can click  VIEW  to review their performance agreement as they wait for their manager to complete their ratings. 
 
 
 
 Viewing the submitted performance agreement will show the rating and comment for each objective, as well as the employee's self-rating score. To modify self-ratings, click  MODIFY PERSON'S SELF-RATING . 
 
 
 
 A warning message will ask the employee to acknowledge and agree that their manager will be notified of these changes. To proceed, click to acknowledge and agree , then click SUBMIT . 
 
 
 
 The manager will receive an automated email from the system notifying them that the employee has modified their self-ratings. 
 
 
 
 Manager Rating and Final Rating 
 
 The manager should navigate to the  Performance Management  dashboard and find the employee's contract under the  My Team  tab. The performance agreement's status will show that the employee has submitted their self-rating, and the manager should proceed with the manager's rating. 
 
 
 
 Click  RATE  next to the employee's performance agreement. 
 
 
 
 The employee's performance agreement will open. The left-hand menu may be used for navigation, and the objectives are listed in the centre. The summary banner at the top of the screen shows the person's average rating based on the weights for each KPI that has been rated. 
 
 
 
 Click here to start a discussion with your employee about a selected objective. 
 
 
 
 
 Click RATE to start the manager's rating of an objective. 
 
 
 
 The ratings menu will appear. Since the manager's rating and the final rating will be completed simultaneously, you can select a value for each rating and then provide one overall comment. Managers can also make a private comment that will not be visible to the employee. 
 
 
 
 Scrolling down will display the historical comments  from the objective-setting and check-in phases. It can be useful to review these before submitting your ratings. If you are ready to submit your rating for this KPI, click SAVE . 
 
 
 
 Your ratings and comments will appear on the main ratings screen. As you proceed through the rating process, your calculated manager rating and  final rating scores in the summary banner will change based on the KPI's weight in the performance agreement. 
 
 
 
 To modify your rating for a particular objective, click  CHANGE . 
 
 
 
 Update your comment or rating, then click SAVE .  
 For KPIs using  interpolation , type in the actual value. The system will automatically calculate the rating for this objective, based on the configured interpolation rating scale. 
 
 
 
 Once you have rated each objective, click  APPROVE FINAL RATING .  
 
 
 
 
 A warning message will appear, notifying the manager that submitting the ratings will lock the agreement for editing. To proceed, click to acknowledge and agree , then click SUBMIT . 
 
 
 
 If you have omitted a rating for an objective, an error message will appear. Please review the performance agreement carefully and add the missing rating(s). 
 
 
 
 The  employee will receive an automated email from the system notifying them that their manager has submitted their final ratings . 
 
 
 
 The manager's dashboard will show that their employee's performance agreement status is now completed. They can hover over a specific review period   to view the performance agreement. 
 
 
 
 Viewing the submitted performance agreement will show the rating and comment for each objective, as well as the three scores for this review period:
 
 The employee's self-rating score, 
 The manager's rating, and 
 The final rating. 
 
 
 To modify the final ratings, click  MODIFY FINAL RATING . 
 
 
 
 A warning message will ask the manager to acknowledge and agree that the performance agreement's ratings will be unapproved. To proceed, click to acknowledge and agree , then click SUBMIT . 
 
 
 
   
 
 Ratings Notification Emails 
 The system automatically sends the following emails for the Ratings Phase : 
 
 
 
 
 Next Steps 
 The first review period of the performance management cycle has been completed. If a second review period has been created for the review year, the next phase is the Recontracting  phase. Navigate to the next section for more information. 
  

Re-contracting Phase
The Recontracting Phase is similar to the objective-setting phase described earlier, with one key difference: a performance agreement has already been completed for the current performance year, and now a new one needs to be established. This guide assumes that you do not have an existing agreement for the current review period and that you want to create a new one. 
 
 Begin by navigating to the Performance Management dashboard. 
 
 
 
 Click  START  to create a new performance agreement. 
 
 
 
 The Performance Management module allows employees to create a performance agreement in three ways. 
 
 
 
 Managers are offered an additional option to create a performance agreement for a reportee using a template from another team member.  
 
 
 Click on the following tabs to expand the step-by-step instructions. 
 
 Create a blank agreement 
 
 Click  Create Blank to start creating a performance agreement from the beginning. 
 
 
 
 Click  START . 
 
 
 
 The performance agreement screen will display, showing the different sections, though it won't include any objectives at this stage. Adding objectives is covered in the next section. 
 
 
 
 
 Use a performance agreement template 
 
 Click  Copy From Template to create a performance agreement based on a system template. 
 
 
 
 Click  START . 
 
 
 
 A list of the templates currently on the system will be shown. 
 
 
 
 
 
 
 
 Use the search bar to search for a template based on a job title or specific keywords.  
 
 
 
 
 
 
 
 
 
 
 
 A tick will be displayed if the template's weights override the review setup's weights. A cross indicates that the review setup's weights will be used. 
 
 
 
 
 
 
 
 
 
 
 
 To ensure you select the correct template, you can preview it by clicking the icon. The preview will open in a new tab. 
 
 
 
 
 
 
 
 Choose a template you would like to copy, then click CREATE . 
 
 
 
 The performance agreement screen will display, with the Perspective , Key Performance Area , and Key Performance Indicator fields filled in from the template. 
 
 
 
 
 Copy from a previous agreement 
 
 Click  Copy From Previous to create a performance agreement based on an agreement from a previous performance cycle. 
 
 
 
 Click  START . 
 
 
 
 A list of the performance agreements from previous review periods will be shown. 
 
 
 
 
 
 
 
 To ensure you select the correct performance agreement, you can preview it by clicking the icon. The preview will open in a new tab. 
 
 
 
 
 
 
 
 Select the performance agreement you would like to copy, then click  CREATE . 
 
 
 
 The performance agreement screen will display, with the Perspective , Key Performance Area , and Key Performance Indicator fields filled in from the previous agreement. 
 
 
 
 
 Copy an agreement from another employee (Managers only!) 
 
 Click  Copy From Another to create a performance agreement based on another employee's agreement. 
 
 
 
 Click  START . 
 
 
 
 A list of the other employees in your team's performance agreements will be shown. These agreements are from the current and previous review periods. 
 
 
 
 
 
 
 
 To ensure you select the correct performance agreement, you can preview it by clicking the icon. The preview will open in a new tab. 
 
 
 
 
 
 
 
 Select the performance agreement you would like to copy, then click  CREATE . 
 
 
 
 The performance agreement screen will display, with the Perspective , Key Performance Area , and Key Performance Indicator fields filled in from the other employee's performance agreement.

Completing the Performance Cycle
Once each phase for each review period has been completed, the overall summary of the performance agreement can be used to review the performance cycle: 
 
 This summary provides several important pieces of information: 
 
 The overall score for the first review period, which is calculated based on the employee's self-rating, the manager's rating, and the final rating. 
 The number of check-ins on objectives conducted in the first review period. 
 The overall score for the second review period, which is calculated based on the employee's self-rating, the manager's rating, and the final rating. 
 The number of check-ins on objectives conducted in the second review period. 
 The score for the review survey (if included). 
 The calculated overall final score, which is based on the weights of the review periods and the review survey.

Chapter 5: Tips and Use Cases
Implementing a performance management system is the first step, but ensuring its long-term success requires ongoing refinement and best practices. This chapter highlights strategies for aligning performance management with organisational goals, engaging employees in the process, and addressing common challenges. It also explains how to link performance outcomes to training and development plans.
Drawing on real-world scenarios and expert insights, this chapter provides actionable tips to maximise the impact of your performance management efforts. You’ll leave with practical guidance to foster a high-performing, motivated workforce. Moreover, you’ll be equipped to unlock the full potential of the module and drive long-term results.

Creating Effective Performance Agreements


Conducting Constructive Check-Ins