It anchors feedback against role expectations as well as goals and values based behaviors – it prompts short regular check-ins with notes and other evidence, that are available in the annual review.  It supports transparent calibration within and between managers to ensure evaluation consistency.

Yes – performance expectations may be the Key Results outlined as job role expectations and time bounded SMART objectives that can be linked to your organizational scorecards. The Objectives page is designed to ensure objectives created are objectively measurable.

Consistent Evaluation depends on the quality of the performance expectations and the clarity of rating scales. Centranum’s performance management tools help managers to make publish clear measurable, observable expectations. The rating distribution reporting function provides HR with an overview of  manager rating patterns identifying those outside the expected rating distribution.   (Based on research this expected distribution is not a bell curve – but skews to higher than the average and with fewer outliers. )

Yes – While there are a range of global settings as to what is evaluated and what is mandatory versus what is optional – you can allow this to be overridden at the manager level.  Alternatively you can have different review types with different settings.

You can also use the Journal Log as a lightweight review – adding an overall rating for the review period in addition to the logged notes of performance conversations.

Performance Gaps that are competency based automatically appear in the individual’s development plan.  Those related to specific Performance objectives can also be added to development objectives. The Development Plan functionality helps identify relevant   – learning resources. Managers approve objectives and track development progress individually and with a team dashboard.