Performance

The Performance module (PMS) tracks how employees are doing against their goals, gathers structured feedback about them, runs 1-on-1s and review meetings, and rewards good work with bonus points. It's typically used by managers running reviews, HR administrators setting up the process, and every employee tracking and contributing to their own performance.

This guide gives the big picture: what the module is for, how performance tracking flows end to end, who sees what, and what can be customized. Deeper guides for each area are linked below. No technical background needed.

Purpose

Performance answers a question every manager and employee eventually asks: "How am I doing, against what, and who else weighs in?"

Instead of performance reviews being a once-a-year scramble, everything lives in one place:

• Goals (objectives) broken into measurable key results, tracked continuously rather than assessed cold at review time.
• 360-degree feedback — structured input from managers, peers, and direct reports, not just a single manager's opinion.
• 1-on-1 and review meetings, with optional structured questions and recorded minutes.
• Bonus points, awarded manually or automatically, recognizing good work as it happens.

What's Included

Performance is made up of a few connected areas, each covered in its own guide:

Area	What it covers
Objectives & Key Results	Setting goals, breaking them into measurable results, and tracking progress.
Feedback	360-degree feedback requests, recurring feedback cycles, and anonymous feedback.
Meetings	Scheduling 1-on-1s and review meetings, with optional structured questions and minutes.
Bonus Points	Manual and automatic recognition, tied to an employee's running point balance.
Performance Dashboard	The module's own at-a-glance view of performance activity — see below.

How Performance Tracking Works

1. A goal is set. An objective is created — a title, a duration, and one or more key results that define what "done" looks like — and assigned to one or more employees. Each assignee gets their own copy to track individually.
2. Progress is tracked continuously. As key results move (a number climbs, a percentage rises), the objective's overall progress recalculates automatically. Depending on how the objective is configured, employees can update their own progress, not just their managers.
3. Feedback is gathered. A feedback request can be sent to an employee's manager, colleagues, direct reports, or anyone else chosen — answering a set of structured questions about that person. Feedback can also recur on a schedule, so it's not a one-time event.
4. Meetings happen. 1-on-1s or review meetings are scheduled with the relevant people, optionally paired with a question template for attendees to answer beforehand, and closed out with recorded minutes.
5. Good work is recognized. Bonus points can be awarded directly, or configured to award themselves automatically when an objective or key result is completed on time.

What Each User Sees

Performance area	Employee	Reporting Manager	HR Administrator
View and update their own objectives	✅	✅	✅
Create objectives and assign them	—	✅	✅
View their team's objectives & feedback	—	✅	✅
View every objective & feedback company-wide	—	—	✅
Request feedback about someone	—	✅	✅
Answer a feedback request they've been sent	✅	✅	✅
Schedule a meeting	✅	✅	✅
View their own bonus point balance	✅	✅	✅
Award bonus points	—	✅	✅
Configure automatic bonus point rules	—	—	✅

In short:

• Employees track and can often update their own goals, answer feedback they're asked for, schedule meetings, and see their own bonus point history.
• Reporting Managers additionally see and manage their team's objectives and feedback, following the standard manager-hierarchy visibility used across the system.
• HR Administrators see and configure everything, including the automatic bonus point rules.

How Visibility Is Decided

1. Permissions. Broad permissions grant company-wide visibility into objectives and feedback.
2. The reporting line. Without that broader permission, a manager sees their own records plus their team's — the standard manager-hierarchy pattern used throughout the system (see User Roles & Access).
3. Being personally involved. An objective's assigned managers, and a feedback request's subject, manager, or any listed participant, can always see it — regardless of reporting line or permission.
4. Company. Objectives, feedback, and meetings belong to the company they were created under.

Customization Options

• Self progress updates. Each objective can allow (or restrict) the employee it's assigned to from updating their own progress — enabled by default.
• Feedback questions. Reusable question templates support text, rating, yes/no, multiple-choice, and scale-style questions, mixed and matched per feedback request.
• Recurring feedback. Any feedback request can be set to automatically regenerate on a schedule, so review cycles don't have to be manually recreated each time.
• Automatic bonus points. Rules can be configured to award points automatically when an objective or key result is completed, optionally only when it's completed on time.

Performance Dashboard

Alongside the working screens, Performance has its own at-a-glance view. It shows:

• Counts of objectives, key results, and feedback requests.
• A breakdown by status — on track, behind, at risk, closed, not started — for objectives, key results, and feedback.
• Feedback awaiting a response — a personal "action needed" list of requests sent to the current user that haven't been answered yet.

What's visible scales with the viewer: company-wide for permission holders, team-wide for managers, and personal for everyone else — the same visibility rules as the rest of the module.

Good to Know

• An objective is a template; each assignee gets their own copy. Editing the objective itself can add or remove assignees, but each person's actual progress is tracked on their own independent record.
• Progress rolls up automatically. Updating a single key result recalculates its parent objective's overall progress — nothing needs to be manually recomputed.
• Bonus points redemption happens outside this module. Performance is where points are earned; converting them into pay happens through Employee and Payroll.
• Numbers reflect the selected company. In a multi-company setup, objectives, feedback, and meetings are scoped to the company currently selected.

Every goal tracked, every effort seen.