The Performance tab on an employee profile
The Performance tab on an employee's profile puts one person's performance history on a single page: their score card results, assessment scores by category and over time, goal progress, feedback, skills and their manager's recommendations. Use it to prepare for a one-to-one or a review conversation, or to check how someone has been tracking before you rate them.
Where: an employee's profile › Performance. The tab appears when your company uses Performance and you open someone else's profile. Your own performance is under Performance › My performance.
You need:
- The Reviewer right to see the score card results and to add goals and recommendations
- Access to the employee's profile in KAMI
How to review someone before a one-to-one
- Open the employee's profile and select Performance.
- Read Score Card at the top for their averages across every saved score card.
- In Assessment Radar, choose the assessment cycle to discuss. The radar shows their scores by question category.
- In Goal Tracking, choose the goal cycle. Check the progress ring and each goal's percentage.
- Scroll to Feedback and Skills for what colleagues have said and endorsed.
- Add anything you want them to work on under Manager's Recommendations.
How to add a goal for the employee
- In Goal Tracking, choose the goal cycle.
- Select Add Goal under their goals. It shows only while the cycle is open and their review isn't complete, and only with the Reviewer right.
- Fill in the goal and save. See Adding and editing goals and KPIs for the goal fields.
How to add a recommendation
- Under Manager's Recommendations, select Add.
- Write the recommendation and save it.
- The employee can comment on it and tick it off as complete. Use Status to filter the list.
See Recommendations on a performance profile for the full detail.
What each section shows
| Section | What it shows |
|---|---|
| Score Card | Five tiles: Overall Score, Self Assessment, Manager Assessment, Goal Score and Avg Feedback, each the average across all the employee's saved score cards, with the average weight in brackets. Below, one row per score card: Date is when that score card was last saved. Select the arrow on the first row to show the rest. |
| Assessment Radar | For the chosen cycle, the self and manager scores for each question category. Rank is the average of the Self and Manager scores. |
| Assessment Trend | The last six assessment cycles: Self, Manager and Rank for each. Rank shows 0 until both scores exist. |
| Goal Tracking | For the chosen goal cycle (from the last six), overall Progress and each goal's progress. Goals at 30% or less are greyed. |
| Goal Trends | The last six goal cycles: Progress (0 to 100%) and Goal Score, the reviewer's rating (0 to 5). |
| Feedback | Average feedback and each piece of feedback with who gave it, when it was completed, the rating and whether it has been acknowledged. Select one to read it. You don't have any rating yet. means none has been given. |
| Skills | Their skills and endorsement counts. Select a skill with endorsements to see them. |
| Manager's Recommendations | Recommendations made by managers, with comment counts and a completed tick. |
Nothing to show here! in a section means there is no data for it yet.
Reading the Score Card section
These numbers are on a 0 to 5 scale, not the 0 to 100 scale on the Score Card page. An Overall Score of 3.4 here is 68 there.
They come from the copy of the scores stored each time a score card is saved, so they can lag behind the Score Card page. See Score cards: how the overall rating is built.
Each tile averages every score card, whatever its period or design. Read the rows for one score card at a time.
What Happens Next
- A goal you add joins their goal cycle and counts towards its progress.
- Saving or deleting a score card changes the Score Card section.
Tips
- Open this tab before every review conversation. It shows the trend, which is easier to discuss than a single score.
- Compare Self with Manager on the radar. The biggest gaps between the two are the best place to start the conversation.
- Keep recommendations specific. "Lead one client call a month" can be ticked off; "be more confident" can't.
Troubleshooting / FAQ
Q: I can't see the Performance tab. Your company doesn't use Performance, or you're looking at your own profile. Use Performance › My performance instead.
Q: The Score Card section is empty or shows no rows. No score card has been saved yet, or you don't have the Reviewer right.
Q: The Score Card numbers don't match the Score Card page. This tab uses the 0 to 5 scale and the stored copy. Multiply by 20 and save the score card again to refresh it.