New Feature: HR Partners

In this release:

  • HR Partners
  • Improved dashboards
  • Improved manager’s status reports
  • ‘Retired’ Grandfathers


Today we updated PerformanceHub with a brand new feature and several improvements to existing features.

Here’s a high-level overview of the changes. If you want to find out more, then please get in touch and we can walk you through them.


New Feature: HR Partners

With this new feature, you can break your organisation up into zones and then assign HR responsibility to one or more HR Partners for that zone. HR Partners are a new user type in PerformanceHub.
There are a number of reasons why you may want to do this, for example:

  • You have dedicated HR Business Partners for departments, locations or countries and you want those people to manage the process for the area they are responsible for.
  • You don’t want to give more junior HR employees access to the appraisals of more senior members of the organisation.

Before this release, if you wanted an HR Partner to manage a subset of your business, you could only give them full HR Admin rights. HR Admin rights gave them access to everyone’s appraisal in PerformanceHub, as well as access to all configuration areas.

The new HR Partner user type does not have access to PerformanceHub’s configuration areas and only has access to employee data for employees in their assigned zone(s). In addition to this, you also choose whether HR Partners can edit users in their zone (add/remove employees, change the org structure, that sort of thing).

An HR Partner will have access to reports, dashboards and dashboard notifications, but only for the users in their zone.

If you would like help setting up HR Partners for your organisation, then please get in touch.



Enhanced Feature: Objectives, Interims and Appraisal Dashboards

We made these dashboards a lot simpler to read. We have also made it a lot easier to get an overview of progress in the organisation. We also squished a couple of bugs whist we were at it.

Enhanced Feature: Objectives, Interims and Appraisal Status Reports

Managers have access to these status reports for their team down. We have incorporated the changes we made to the dashboards into these status reports, again, making them easier to interpret.

Naming Change: Grandfathering

We had several comments about the terms Grandfather and Grandfathering, so based on your feedback, we have changed these to a more generic term of Second Line Manager. Please do let us know if there is any other terminology that people find jarring.

General Bug Squishing

We’ve address a number of small issues in this release.

New Feature: One-to-One Meetings Support

We recently released a new version of PerformanceHub which includes support for One-to-one meetings. You can enable this feature at any time. One-to-one meetings are widely acknowledged as a critical mechanism for ensuring effective communication up and down the organisation, and for building employee engagement.


In this post we give an overview of this new feature.


When you enable this feature, you get to specify the default meeting interval:

Meeting schedule

Managers can choose to change the meeting frequency on a per-direct-report basis.


After having a one-to-one meeting, the manager and/or the direct report can record meeting notes:

Meeting Notes

Both parties don’t have to record notes. For example a manager may ask her direct reports to write up their meetings, and only add her own notes where she wants to add something to the record.


After confirming a meeting, you’ll automatically get an entry for your next meeting, with a tentative date (based on the meeting frequency):

More meeting notes

You can record notes in this placeholder, for example as part of your preparation, or to build up a list of topics during the time between meetings.


The meeting record for a past meeting is locked 7 days after you confirm the meeting. These meeting notes form part of the historical record for employees, so it’s important that neither party can go back and change the record long after the event. A meeting record is locked even if neither party has recorded any notes.

HR have an interface for browsing all employees, and seeing the meeting configuration at a glance:

Meeting reports

From this HR can see where meetings are overdue, and where managers have changed the meeting interval from the default they set. Clicking on the View button against an employee brings up a meeting viewer, which lets HR page through the meeting records:

HR meetings view


PerformanceHub is always evolving, and most of that is driven by customer needs and feedback. Please let us know what you think of this feature, and share any ideas for improving it.


Cogendo is now a Crown Commercial Service supplier

Cogendo is pleased to announce that PerformanceHub is now available through the Crown Commercial Service (CCS) – G6 Digital Marketplace.

If you are in the public sector and are interested in introducing an online performance management system, then you will find us in the G6 Digital Marketplace.

The Crown Commercial Service (CCS) has brought together Government’s central commercial capability into a single organisation, amalgamating Government Procurement Service with other commercial teams from the Cabinet Office and central government departments.

CCS is an executive agency of the Cabinet Office and operates as a trading fund under the Government Trading Funds Act 1973. Their remit is to work with both departments and organisations across the whole of the public sector to ensure maximum value is extracted from every commercial relationship and improve the quality of service delivery.

The CCS goal is to become the “go-to” place for expert commercial and procurement services.

With both service delivery and advisory capability, services include contract management and supplier performance management to ensure that the Government acts as a true, single customer; freeing up individual organisations to focus their procurement expertise on what is unique to them.