Goals, ratings, calibration, promotion and exit decisions, each with the record of how it was reached. Built so an HR lead can run it without a consultant.
You can take this service on its own. There is no bundle to buy first, and a company with one service sees one service, not a half-empty platform.
Most appraisal processes produce a rating and lose the reasoning. When someone disputes an outcome, or a tribunal asks, the working is gone and the decision cannot be shown to have been fair.
Every item below is shipped and running in production today. Where something is not built, it is not on this page.
Set up a cycle, assign reviewers, track who has and has not submitted, and close it out.
A scoring engine plus a calibration surface, so ratings are moderated across managers rather than left to vary by who reviewed you.
Goals are checked for quality rather than accepted as typed, so a cycle does not run on unmeasurable objectives.
Performance improvement plans that keep the evidence trail supporting each step.
Translate ratings into a merit and increment view rather than deciding compensation in a separate spreadsheet.
What each person can do, held against what each role needs.
People who report into more than one manager are handled as such, not forced into a single line.
How managers rate, moderated against their peers, so a consistently harsh or lenient reviewer is visible.
A computed retention signal from your own data, with the inputs shown rather than a score handed down.
Statutory export for the people record, and a hiring flow from requisition to offer to joining.
Add Sales Booking and an agent can be rated against what they actually booked, not against a target typed into a review form.
See Sales BookingYou can take this service on its own.
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