PerformanceHub Features

PerformanceHub’s powerful features can be configured just the way you need them to support your process.

 

Explore them below..

 

Works The Way You Do

Every organisation is different, so PerformanceHub can be configured to fit the way you work and not the other way around.

Branding

PerformanceHub can be branded to fit with your corporate identity. Change the logo and colour scheme to fit your brand guidelines and hey-presto, you have a tool that looks and feels like it belongs.

HRIS Integration

Although it’s incredibly easy to manage users directly in PerformanceHub, you may want to integrate with your HRIS system, so users are automatically updated in PerformanceHub when they are updated in your HRIS.

Employee Data

Use PerformanceHub to record an employee’s Job Title, Location, Role, Employee Number and many other attributes.

Job Titles and Locations are displayed in the Organisation Chart and are a great way for people to find who they may need for help and where they’re likely to be.

Roles are used to describe what competencies an employee should have and at what level of performance each competency should be for that role. More on this in the Competency Based Reviews section below.

Single Sign-on

If you have a Single Sign-On solution in your organisation, then PerformanceHub can integrate with it to give users a seamless login experience. 

Customisable Performance Reviews

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

Appraisal forms 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.

Custom Performance Ratings

All rating schemes in PerformanceHub are configurable. You have use whatever labels you like, create whatever descriptions you like or turn ratings off altogether if you like.

What can be rated?

  • Objectives
  • Feedback
  • Competencies
  • Any arbitrary section added to an appraisal
  • Overall performance (even supports 2-axis ratings for ‘9-box grid’ support)

Review Periods

No matter whether you have annual, bi-annual or even quarterly performance review cycles, PerformanceHub supports them all. You can define review periods of any duration, and name them whatever you like. PerformanceHub takes care of everything automatically.

Review Calibration

Does your process include a calibration step as part of the final reviews? This is sometimes called Balancing or Levelling. 

If so, PerformanceHub can support you and help ensure that managers are applying ratings properly. Together with bespoke “Rule Breaker” reports which automatically highlight managers that may have done a poor quality review, this can be a powerful tool to help with consistency. 

There are a number of ways this feature can be enabled, including the introduction of Provisional ratings if that’s how your current process works.

Matrix Management

Do you have a matrixed organisation? Not a problem.

Every employee has a line manager, but with the matrix management feature, employees have have one or more matrixed managers too. Matrix managers can set their matrixed reports objectives (great for helping Project Managers get things done) and now you have performance review data from more parties.

PerformanceHub protects data, so each manager can only see the information they should. For example, matrix managers cannot see the full appraisal of their matrix reports.

2nd Line Manager Contribution

An optional feature which gives managers of managers a place on their 2nd line report’s appraisal to add review information and ultimately sign-off the appraisal.

Once enabled, managers of managers can elect to get involved in any of their 2nd line reports appraisals

There are many great reasons to use this feature, here are a few:

  • Motivation for 2nd line reports – it’s surprising how motivating it is to know that your manager’s manager has a handle on your performance
  • Mentoring – use it to mentor the 2nd line report or the middle manager (if they are new to performance reviews for instance)
  • Fair performance ratings – giving the grandfather ultimate sign-off and visibility across all 2nd line reports helps in levelling

Reporting and KPIs

There are many sorts of reports built into PerformanceHub and a great real-time charting function to help you understand where you are in your process, how employees’ effort is attributed against each company objective, how performance is distributed, where ‘disagreements’ are happening between managers and their reports and loads more.

PerformanceHub will show you your rising stars,  under-performers, who is holding up the process and many other things. Slice and dice the data to see how departments or locations are performing, find your top performers, your poor performers. You name it, you can find it.

HR Partners

HR Partners may manage subsets of your organisation, and with PerformanceHub you can give HR Admin rights to HR Partners for just the subset of the organisation they are responsible for.

It’s done by creating organisational ‘zones’, and zones can be used for more than HR Partnering, they are also handy for reporting, allowing you see reports for each zone. A zone may follow a department or geographical region for instance.

Objective Weights and Bonuses

Need to have weighted objectives – no problem, just enable them. That way, employees know the relative importance of any objectives they have.

Does objective performance contribute to bonus calculations? Let PerformanceHub help by enabling the “Bonus Objectives” feature.

Joined Up Thinking

Performance management is not done in a vacuum.

PerformanceHub can join everything up from the organisation’s long term vision, all the way down to individual objectives.

Not only does this help ensure that everyone in the organisation is pulling the same direction, but it significantly increases employee engagement. When employees can see what they need to do, why it’s important and how what they do contributes to what the organisation is doing, they are a lot more engaged in the process.

Organisational Mission and Vision Statements

If you have a company vision or mission statement, you can publish them for everyone to see. This is a great way to align employees, uniting them behind a single purpose. It is particularly powerful when combined with Company Goals and Objectives.

Organisational Goals

Do you have longer term company goals? If so, you can publish them for all to see and connect your company objectives to them to show how the goals will be met over time.

In this way, PerformanceHub gives your employees unbelievable clarity and focus.

Organisational Objectives

Company Objectives are displayed on the Company page (along with company goals and mission statement you have created them).

Publish company objectives, so everyone can see what your company wants to achieve in the short term. People’s objectives connect to these through the objectives cascade, so everyone knows how they are contributing.

Employee Objectives

Employee objectives are the bread and butter of PerformanceHub.
obs-pyramidEach SMART objective has its own performance review and, because of the way you can connect objectives, coupled with due dates, PerformanceHub will encourage reviews to be done throughout the review period. By doing this, when it comes to the final performance review, you already have a lot of performance data on hand which may have otherwise been hard to remember.

PerformanceHub really helps you deliver. Objectives can be delegated and cascaded into a team, copied from previous objectives (handy for those repetitious ones) and you can even assign the same objective to some or all of your direct reports in a single step.

You can set due dates on objectives, and PerformanceHub will remind you complete them and highlight overdue objectives.

Use PerformanceHub to plan your deliveries and help you achieve them on time whilst collecting performance data as you go.

Use Objective Weights (a configurable feature) to help communicate the relative importance of objectives to employees. When objectives are weighted, then the weights are taken into account when calculating average performance reports, making the reports much more meaningful to the individual.

Objectives can also be marked as contributing to employee bonuses and PerformanceHub can automatically calculate bonus payments based on performance against individual objectives for you. If objective weights are used, then these are also taken into account in the calculation, making a laborious task a breeze.

Objective Cascades

Objectives are linked together in a cascade to help employees understand why they have particular objectives, how they contribute to others and ultimately, how they are helping the company achieve its objectives.

This is a great way to give employees a real sense of purpose and collaboration.

 

Organisation Charts

Any user can quickly access an up-to-date organisation chart. They can see where people are located and what their job title is.

We couldn’t tell you how many companies we have spoken to who can’t show us an accurate, up-to-date org chart, but PerformanceHub provides one out of the box.

 

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Chairperson Support

You can add a chairperson to your organisation who then has the ability to set personal objectives and appraise the CEO.

Ordinarily, a CEO does not have an appraisal, but if you want someone from your board to review your CEO’s performance, then you can set-up a chairman to do this.

Continuous Development

PerformanceHub supports a few different types of review to help you capture the right information at the right time.

End of Period Review

PerformanceHub can be configured to run your 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.

Probation Reviews

Help with your on-boarding process. With the probation reviews feature, you can be sure that new starter probation reviews are completed on time, with have an appropriate outcome, fully tracked by PerformanceHub.

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.

One to Ones

One to one meetings are an important part of continuous improvement 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.

Personal Bests

At the core of organisational performance are people, you want the best out of people, and people want an input to their own development.

Personal Development Plans and Development Targets

PerformanceHub supports Personal Development Plans (PDPs) and training records, helping employees grow within your organisation.

If you have a Learning & Development manager in your organisation, then the reports generated by PerformanceHub on development and training are indespensible. 

One to Ones Meetings

One to one meetings are an important part of continuous improvement 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.

Ad-hoc, 180 and 360 Degree Feedback

Feedback is a great way to get a more rounded view of someone’s performance. Employees can give feedback to anyone in your organisation. The feedback is added to their review and can be seen by the employee and their manager. If the feedback is a bit sensitive, then the person giving it can say “for manager’s eyes only”. They can also provide the feedback anonymously to avoid those awkward moments.

In addition to this ad-hoc feedback, employees or managers can ask for feedback with specific questions to specific people in preparation for a review. In this way, you can provide 180 or 360 degree feedback to get a really good view on someone’s performance.

Competency Frameworks

A powerful, feature to make your reviews competency based.

When enabled, you can create a library of competencies and roles, then assign a role to an employee and a new competency review section will appear in their review.

A competency has a Title, Description and then any number of ‘performance levels’ associated with it.
A role has any number of competencies, each with an associated performance level.

When it comes to the review, both the manager and direct report select the most appropriate performance level against each competency. PerformanceHub will highlight areas where improvement is needed and how to improve performance against that particular competency.

Customisable Performance Reviews

Appraisal forms can be customised, 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.

Talent Management and Succession Planning

There are many ways PerformanceHub can support you in your talent management and succession planning process, and central to them are Appraisal Tags and Notes.

Appraisal Tags are powerful ‘snippets’ of information HR can create and associate with an employee’s appraisal. Think of them like ‘stickers’ that you can ‘put on’ employee’s appraisals and are only visible to HR.

You can use them for all sorts of things, but perhaps the best way to describe them would be to walk through an example use.

Let’s say that you have a talent management and succession planning process you want to keep track of. You already have all sorts of information in PerformanceHub about people’s performance, and you may also collect other data you can make use of through PerformanceHub’s “Appraisal Fields” feature too. The Appraisal Tags, you can bring distil all this information down to 1 or more configurable tabs, which you can then analyse in the Distributions tool and other reports.

In Safe Hands

ISO 27001, an amazing support track record and fully hosted by us in secure UK data centres.

Security Assured: ISO 27001 Certified

Your security assurance from us. Cogendo, PerformanceHub and our data centres are all ISO27001 certified.

 

ISO 27001 is the international standard for information security management that specifies a set of best practices and controls for information management.

With this certification, you have an assurance that we are operating in a professional manner that highly values security and is compliant with an internationally recognised standard, which has been audited by an accredited third party. This certification also provides additional clarity and assurance to you when evaluating the quality, breadth, and strength of our security practices.

Data Protection and GDPR

We take data protection very seriously and are fully compliant with GDPR and the UK Data Protection Act.

We are registered with the Information Commissioner’s Office (ICO). Our registration number is ZA085928.

Hosting and Support

We host everything for you, there’s no software to install or maintain. You benefit from new releases as they happen and can enable any new features that come along at no extra cost.

We host your data in a secure UK data centre and are fully compliant to the UK Data Protection Act 1998.

Support is included and we are always here to help. Take a look at any of our customer reviews to see what our customers are saying.

Transparency Controls

Employees can always see company objectives, but this controls which other objectives employees can see in the objective cascade: can they see their manager’s objectives, those of their manager’s other direct reports (and their teams), and can they see objectives in other parts of the organisation?

The controls range from “Full Transparency” all the way down to a more traditional hierarchical state with many steps you can choose in between.

Private Objectives

You can mark an objective as Private, so it can only be seen by the direct report and their manager. HR can see that you have a private objective, but even they can’t see the details. Private objectives aren’t shown by default, you have to turn it on for your login session; this ensures you don’t accidentally reveal them.

You can use private objectives for the more sensitive objectives you never want anyone to see. Other, less sensitive objectives still won’t be seen by other employees if they are not connected to the cascade.