Custom forms, review cycles and recorded outcomes, so this year's conversation starts from last year's rather than from nothing.
Book a demoAppraisal season arrives. The form is a document somebody adapts from last year, emailed out, filled in, emailed back and filed in a folder nobody opens again.
Twelve months later the review starts by asking what was agreed last time. Nobody can find it quickly, so the conversation starts from scratch and the objectives set last year quietly never happened.
When outcomes are recorded against the person, the next review opens with what was agreed and what came of it.
Grouped by the job it does rather than listed as one long set of features.
The form your institution actually uses, designed by you rather than imposed by the software.
A cycle run across the institution or a department, with visibility of who has completed and who has not.
What was agreed, recorded against the person so it can be reviewed rather than remembered.
What came of the last cycle, which is the part that makes an appraisal a process rather than an event.
The member of staff contributes their own view before the conversation rather than only during it.
A review reaches the right manager because the reporting structure already exists.
Several years of reviews for one person, which is what a promotion decision actually needs.
A development need identified in a review connects to the training record rather than being lost.
Completion rates and outcomes across departments, so a cycle that stalled is visible.
The objectives nobody revisited. Agreed last year, filed, never opened. The next review starts from scratch and the objectives quietly never happened.
The form adapted from last year. Somebody edits a document each cycle, so the questions drift and this year cannot be compared with last.
The review that never happened. A department quietly skips the cycle. Without completion visibility, nobody notices until somebody asks for the records.
The promotion with no history. A decision that needs three years of reviews, and the evidence is in three folders that may or may not still exist.
These are the cases worth testing in a demo. Bring the messiest one you have.
The same records, presented differently depending on the job.
Designs the form, runs the cycle, tracks completion and holds the history.
Review their own team, see what was agreed last year and record this year's outcome.
Contribute a self-assessment and see their own review history. Nothing about colleagues.
Nothing. An appraisal is between a person, their manager and HR.
Reviews attach to the same personnel record as contracts, leave and training, so a promotion decision reads one file rather than assembling one.
The reporting structure routes each review to the right manager. Development needs connect to the training record. A leaver's history stays with their file for as long as you must keep it.
That is what turns an annual event into something the institution actually learns from.
The parts of the institution this touches most.
We will build it in front of you. If the software cannot express your form, that is worth finding out before you commit.
Book a demo