Performance
4 articles in Performance
Getting started with Performance
Performance runs the cycles by which people are reviewed: assessments that ask questions, goals that set targets, and skills that record what someone can do. This page is the map.
Read article →Performance scores and the talent grid
The talent grid places people by how they are performing and which way they are moving. It turns a list of ratings into a view you can act on — provided you know what the bands actually mean.
Read article →The performance dashboard
The dashboard is the entry point to Performance: what is open, what is waiting on you, and how your people are tracking. It is most useful for the thing it makes visible — cycles that have stalled.
Read article →Tracking your performance
Your Performance area shows what you are being assessed on, the goals you are working toward, and the skills recorded against your name.
Read article →Assessments
Creating an assessment cycle
An assessment cycle asks a set of questions about a group of people over a defined period. Getting the questions right before it starts is the whole job — once people have answered, changing them is…
Read article →How assessment scores are calculated
An assessment score is built from the answers to its questions. Understanding how each question type contributes is the difference between an assessment that measures something and one that produces…
Read article →Reviewing team assessments
Reviewing is where an assessment becomes useful or becomes noise. The mechanics take minutes; the consistency is what determines whether the results mean anything.
Read article →Goals
Creating a goal cycle
A goal cycle sets targets for a period and tracks them to a rating at the end. The design decisions that matter are made before it starts: what is measured, how much each goal counts, and who sets…
Read article →Goals and KPIs: how progress is calculated
A goal in KAMI is measured by its KPIs, and its priority decides how much it counts. Both of those are numbers, not labels, which is why a goal set carelessly produces a score that means nothing.
Read article →Reviewing and tracking team goals
Goals are worth tracking through the period, not just rated at the end. A goal first looked at in the final week is a report on what happened rather than something anyone could have influenced.
Read article →Settings
Performance user rights
Performance rights control who can run review cycles, who can rate whom, and who can see the results. Performance data is sensitive in a different way from payroll — it is opinion about people, and…
Read article →Recurring cycles and automations
A recurring cycle creates assessment or goal cycles on a schedule, so a quarterly review actually happens quarterly rather than whenever someone remembers. Automations trigger performance activity…
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