Reviews people actually finish.
Scorecards built from KPIs you already track, review cycles that run themselves, goals that ladder up a tree, and 360 feedback from the people who work with someone — not just the person who signs their appraisal.
What you can do
Built for the way HR actually works.
KPI scorecards
Build a scorecard from a KPI catalogue, assign it to a role or a person, and score against numbers rather than recollection.
Goals and OKRs
Goals run in cycles and ladder into a tree, so an individual objective is visibly connected to the team one above it.
360 feedback
Collect competency-based feedback from peers, reports and managers through feedback cycles, not a once-a-year form.
Calibration
Compare ratings across a group before they are published, so one lenient manager and one severe one don't decide someone's year.
Improvement plans
PIPs are tracked in the system with their own history, rather than living in a manager's private document.
Recognition
Give recognition in the flow of work so the record of good work isn't only assembled at appraisal time.
SCORECARDS
Rate against numbers, not recollection
- A KPI catalogue reused across roles instead of rewritten per employee
- Scores entered per period, with trend lines and RAG status per KPI
- Bulk entry and CSV import for teams that track numbers elsewhere
GOALS
Objectives that ladder up a tree
- Goal cycles with their own start and end, separate from the review cycle
- A goal tree that shows how individual objectives roll up
- Progress visible during the period, not discovered at the end of it
360 FEEDBACK
Feedback from the people who actually work with them
- Competency framework defined once and reused across cycles
- Raters nominated per cycle, each with their own rating view
- Calibration before publication, so ratings are comparable across teams
Frequently Asked Questions
Yes. Feedback runs in cycles against a competency framework, with raters nominated per cycle — peers, reports and managers each get their own rating view. Ratings can be calibrated across a group before they are published.
Scorecards are built from a KPI catalogue rather than free text, and scores are entered per period with trend and RAG status. Teams that track numbers in another system can bring them in by CSV import instead of re-keying them.
Goals run in their own cycles, separate from review cycles, and nest into a tree so an individual objective is visibly connected to the one above it. Progress is visible during the period rather than assembled at the end.
Calibration compares ratings across a group before they are published, so differences between a lenient manager and a severe one are visible and can be corrected. Without it, a rating says as much about who wrote it as about the person being rated.
Yes. PIPs are tracked in the system with their own record and history, so the plan, its checkpoints and its outcome are documented rather than kept in a manager's private file.
It runs on the same employee records as attendance, leave and payroll, so reviews reference one source of truth for who reports to whom, who joined when, and which team someone sits in.
Works with the rest of SignHR