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Performance
Run goal setting, reviews, and continuous feedback on a single workflow. Turn check-ins into clear development plans and measurable results.
Performance Cycle
What it does: Sets up review periods (quarterly/annual), goals/KPIs, competencies, workflows, and deadlines; nudges everyone to submit on time.
Why it matters: Structured, on-time reviews instead of last-minute chaos; apples-to-apples ratings you can trust.
Employee Performance
What it does: Goal tracking, self/manager/peer reviews, evidence attachments, calibration, and final ratings that feed pay/bonus/promo decisions.
Why it matters: Moves decisions from gut feel to data; easier to reward stars and coach low performers.
Probation Evaluation
What it does: Creates probation goals, checkpoints, and a pass/extend/fail decision with documentation.
Why it matters: Faster, defensible calls on new hires; no silent auto-confirmations.
Succussion Plan
What it does: Maps critical roles, identifies successors, readiness levels, and development actions; shows risk if a role is uncovered.
Why it matters: Zero panic when someone key resigns; leadership pipeline becomes visible.
Career Path
What it does: Defines ladders (IC/manager), skills and milestones per level, and links to learning plans and internal jobs.
Why it matters: Employees see how to grow here; not elsewhere; reducing churn and boosting engagement.