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 it follows them.
Where: Performance › Settings › User rights You need: the admin right
The rights
Access
| Right | Allows |
|---|---|
| Read only | Viewing, no changes |
| Read/write all | Full access to everything |
| Admin | Administering the module |
| Manager | Managing a team's performance |
Cycles
| Right | Allows |
|---|---|
| Create cycles | Creating assessment cycles |
| Manage cycles | Managing cycles once created |
| Create goal cycles | Creating goal cycles |
| Add goals to employees | Assigning goals to people |
Goals
| Right | Allows |
|---|---|
| Goal KPI override | Overriding a KPI value |
| Goal delete | Deleting goals |
| Goal self create | Employees adding their own goals |
Skills and feedback
| Right | Allows |
|---|---|
| Give feedback | Providing feedback |
| Feedback allow public | Giving feedback publicly |
| Endorse skills | Endorsing a colleague's skill |
| Verify skills | Formally verifying a skill |
| Team notifications | Receiving team-level notifications |
The ones to think hardest about
⚠️ Goal KPI override lets someone change the measure a goal is scored against. Used after the fact, it changes the answer rather than the target. Restrict it, and expect to justify each use.
Verify skills should sit with far fewer people than endorse skills. If everyone can verify, verification means nothing — see Skills, endorsements and feedback.
Feedback allow public changes who can see what is said about someone. That is a culture decision as much as a permissions one.
Goal self create decides whether employees can set their own goals. There is no wrong answer, but it should be a decision rather than a default.
How to grant rights
- Open Performance › Settings › User rights.
- Select the person or group.
- Grant the rights their role requires.
- Save, and have them confirm what they can see.
What Happens Next
- Rights apply immediately; the person may need to reload.
- Employees can always see their own assessments, goals and skills.
- Removing a right does not alter ratings or feedback already recorded.
Tips
- Separate creating cycles from rating people. The person designing the questions should not be the only one answering them.
- Keep KPI override and goal delete very narrow. Both change the record of what was agreed.
- Review rights when someone changes team. A manager who moves keeps sight of their old team's performance data otherwise.
- Decide the public-feedback question explicitly, and tell people the answer. Whether feedback is visible changes how candidly it is given.
- Do not grant read/write all as a shortcut. Performance data is opinion about named individuals, and it should be seen by people with a reason.
Troubleshooting / FAQ
Q: A manager cannot see their team's assessments. Check they hold the manager right and that their team is correctly assigned.
Q: Someone cannot create a goal cycle although they can create assessment cycles. Those are separate rights.
Q: An employee cannot add their own goals. Goal self create is not granted, or the cycle does not permit personal goals.
Q: Who can verify skills? Only those holding the verify right, which should be a small group.
Q: Can someone delete a goal after it has been rated? Only with the goal delete right. It removes the record of what was agreed, so restrict it.