Take opinion out of the review.
Goals are written down, measures are explicit and feedback is recorded. Who is assessed against what stays visible.
No evidence to lean on in a pay conversation.
- Goals are discussed in January and nobody looks at them again.
- Review forms live in spreadsheets and last year's is unreachable.
- Feedback comes only from the manager; a peer's view goes unrecorded.
- Who lacks which competency never turns into a training plan.
Recorded, from the goal to the feedback.
Goals and measures
A company goal cascades to departments and then to individuals. Each goal carries a measure and a period, and progress is written on top of it.
Review cycles
Annual, half yearly or quarterly cycles are opened. The calendar and who reviews whom are set in advance.
360 degree feedback
Manager, peers, reports and the person themselves assess against the same criteria, and results appear side by side.
Anonymity threshold
A group result is not revealed until at least three people in that group have responded, so feedback cannot be traced back to an individual.
Talent grid
Performance and potential place a person in one of nine boxes, making promotion and support conversations possible.
Competency levels
The level required by a position is defined and compared with the level the person holds.
Competency gaps
The distance between what the role needs and what the person has is listed, and the training plan follows from it.
Conversation record
What was discussed in the review meeting and what was decided is recorded and reopened in the next cycle.
Cycle status and pending reviews.
Whose review is outstanding and which cycle is open is visible from the dashboard.
Limits on performance data
A performance record is both personal data and potential evidence in a termination, so it is kept proportionate and on the record.
- LL art.18A termination for a valid reason must set out the employee's inadequacy or conduct concretely.
- LL art.19A notice of termination is made in writing and states its reason clearly.
- LL art.25Grounds for immediate termination are listed in the law; poor performance alone does not fall within them.
- DPL art.4Performance data is kept limited and proportionate to its purpose.
- DPL art.11An employee has the right to access data held about them and request correction.
- DPL art.7Review records whose purpose has ceased are erased at the end of the retention period.
Questions about Performance.
Who sees what in a 360 degree review?
Results are aggregated by group. A group result is not revealed until at least three people respond, so individual answers are not visible.
Is the review result connected to payroll?
There is no automatic link. Pay and bonus decisions remain yours; the review result stays on record as the basis for them.
Can we define our own criteria?
Yes. The competency list, level definitions and review form are configured for your company. You can start from a template and build on it.
Can we reach previous cycles?
Each cycle is stored separately and can be compared. A person's change across cycles appears on the same screen.
Let us set up one review cycle together.
We open a cycle with your own competency list and show how the results come out.