Performance Reviews Module
Running Performance Reviews
Review cycles where each person rates themselves, their manager reviews them using real task, time and attendance data from the period, and they acknowledge the result.
Start here
1Before you start
Performance Reviews works from your HR employee list. Before your first cycle, check two things in HR for each person:
- Reports To — their manager. That person reviews them. Anyone without a manager is reviewed by your Company Admins and HR Managers.
- Linked User — their login. People with a login can do a self-review and read their result. People without one still get a review from their manager.
Company Admins and HR Managers run review cycles. Managers review the people who report to them. Everyone else sees only their own reviews.
Run a review
2Start a review cycle
A review cycle reviews a group of people for one period, for example “Mid-year review 2026”.
Open Performance Reviews → Review cycles → New review cycle
Give it a name, the period it covers, and the date you’d like reviews finished by.
Choose what to rate
A template suited to your industry is picked for you (retail, services, manufacturing, education, healthcare, hospitality or general). Rename, add or remove items, and mark the ones that matter most as Important or Very important.
Choose who to review
Everyone active is ticked except you. Untick anyone you don’t want to include.
Start the cycle
Everyone with a login gets a notification asking for their self-review.
Leave “Ask people to review themselves first” ticked for the usual two-sided review. Untick it and reviews go straight to the manager.
Run a review
3Do your self-review
Open Performance Reviews → My reviews and click Start self-review.
- Rate yourself 1–5 on each item and add an example if you like.
- Add your goals for the period and how they went.
- Write a short summary: what went well, what was hard, what support would help.
Save draft keeps your work private. Submit to manager sends it on, and you can’t change it after that. Your manager doesn’t see anything until you submit.
Run a review
4Review someone as their manager
Open Performance Reviews → Team reviews. Reviews waiting for you are marked and sorted first.
Read their self-review and the work data
Their ratings and comments appear next to yours once they’ve submitted. The work data shows what they actually did in the period (see below).
Rate each item and their goals
The overall score updates as you go.
Write your feedback
Strengths, what to improve, an overall comment, a recommendation (pay rise, bonus, promotion, training and so on), and notes from your review meeting.
Submit review
They’re notified and can read it. You can start before they’ve done their self-review, but you’ll only see theirs once they submit.
Run a review
5Read and acknowledge your review
When your manager submits, you get a notification. Open the review, read the feedback, add a comment if you want one on record, then click Acknowledge review. Acknowledging means you’ve read it, not that you agree with every point. The review is then complete.
Common tasks
The work data on each review
Each review shows the person’s real activity during the review period, so ratings rest on facts rather than memory:
| Figure | Where it comes from |
|---|---|
| Tasks completed | Tasks assigned to them and marked done in the period. |
| On time | Of those with a due date, the share finished by that date. |
| Overdue now | Tasks due in the period that still aren’t done. |
| Hours logged | Time tracked on task timers. |
| Days present / absent | Attendance & Leave records (late days are counted as present and shown separately). |
| Leave taken | Approved leave days in the period. |
The figures are frozen when the manager submits, so a finished review keeps the numbers it was judged on. Tasks and hours need the person to have a login.
Common tasks
Choosing what to rate
What good work looks like differs between a shop, a school and a clinic, so each cycle has its own list. Templates are a starting point. Change them freely when you start the cycle. Items marked Important count twice in the overall score, and Very important items count three times.
Common tasks
Reviewing someone without a login
People without a login skip the self-review and go straight to their manager. Once the manager submits, their review is complete, since they can’t acknowledge it in the app. Share the result with them in person.
Common tasks
Changing the reviewer, reopening, closing
- Change the reviewer: open the review and use the Admin section. This is useful when a manager leaves.
- Reopen a finished review: also in the Admin section. It goes back to the manager and needs to be submitted and acknowledged again.
- Add people: on the cycle card, for example for someone who joined late.
- Close a cycle when you’re done. Unfinished reviews are locked until you reopen it.
Common tasks
Review history in HR
Each employee’s profile in HR lists their reviews with the overall score and recommendation, so pay and promotion decisions have the history to hand. Click a review to open it.
Reference
Ratings and the overall score
| Rating | Meaning |
|---|---|
| 1 | Needs improvement |
| 2 | Below expectations |
| 3 | Meets expectations |
| 4 | Exceeds expectations |
| 5 | Outstanding |
The overall score is the manager’s ratings averaged, with important items weighted more. When there are goals, the goal ratings and the item ratings count equally.
Reference
Who sees what
| Person | Sees |
|---|---|
| Employee | Their own reviews. Their manager’s ratings only after the manager submits. |
| Manager | Reviews of the people they review. The self-review only after it’s submitted. |
| Company Admin / HR Manager | Every review in the company, plus review cycles. |
What this module doesn’t do
Reviews are between a person and their reviewer. Peers can’t add feedback.
A “Pay rise” recommendation is a note for decision-makers. Update the person’s pay in HR when it’s agreed.
Tasks are counted as completed on the day they were last updated while done.