Continuous Performance Development

End of Period Review

PerformanceHub can be configured to run your employee appraisal cycle at any frequency; once a year, every 6 months, every quarter or as often as you like.

The End of Period review gathers together all the data collected during the review period, for an end of period ‘wrap-up’.

The content of the review can be customised too. You can add your own sections to an appraisal template to collect any type of information or to tease information out of people to improve the quality of performance review meetings. These sections can be configured to work in a number of different ways depending on what they are being used for.

You can add any number of sections into an appraisal, for instance:

• Performance against company values
• Training/qualification data.
• Top 3 strengths/areas for development
• Leadership values
• Career aspirations

You can also add a competency based reviews so employees can be reviewed against the competencies for their particular role.

Finally, you can add 3rd party sign-off, so the direct report, manager and manager’s manager all have input to an employee’s appraisal.

Continuous Performance Development

If you want to get rid of the “Big Bang” approach to performance development (end of period reviews) and move to a more ‘living document’ approach, PerformanceHub has you covered. There are a number of features built in to allow high-frequency check-ins, and roll-over of information to ensure everyone is always performing at their best.

Interim Reviews (including Mid-Year reviews)

It’s an old saying, but in a well-run performance management process, there shouldn’t be any surprises.

Interim reviews are mini check-points between full performance reviews, but are slightly more formal than a 121 meeting.

You can configure as many as you like during a review period and they are a great way to quickly and easily ensure that dialogue is taking place at regular intervals.

You can configure what directions you give employees to help them complete their interims, and this can be different for each interim. For instance, at Q1, you might want employees to concentrate on development plans, and in Q2, succession plans etc.

Finally, if required, interim reviews can also be rated.

Probation Reviews

One to One Meetings

One to one meetings are an important part of continuous performance development and the “no surprises” principle.

PerformanceHub can take care of your one to one meetings process and provide both managers and their direct reports a place to record meetings notes for each meeting held.

Meeting agendas can be fixed so that consistent meetings are encouraged, or managers can change agendas on a per direct report basis for a more role focussed approach.

HR have access to the notes, along with various reports that allow them to see who is/isn’t having meetings and how frequently they are taking place.

More details on 1-to-1 meetings..