1
Set the goals
Set goals for each employee with targets, due dates and weightings. They sit on the same employee record as everything else, so a transfer or a change of manager does not strand them.
Performance management that keeps every review on record.
Goals, review cycles, the skills matrix, training and disciplinary records all sit on the same employee record as payroll. Nothing ends up in a spreadsheet that no one opens again.
Structure instead of another spreadsheet.
Review processes fail on administration far more often than on design. The hard part is knowing who has submitted, who is overdue, and whose manager changed partway through the cycle.
Create and track individual goals for each employee. They sit on the same record as everything else, so a transfer or a change of manager does not lose them.
- Individual goals created for each employee
- Progress tracked through the period
- Goals survive a transfer or a change of manager
How the process works.
2
Launch the cycle
Choose the period and review types, assign reviewers, and launch. WORKSPHR tracks completion, so chasing people is a filter rather than a separate spreadsheet.
3
Close the cycle and act on it
Results are gathered for each employee. Where a review points to a capability gap, you can hand it to skills or training instead of leaving it as a comment on a form.
Where a review leads next.
A review that ends in a stored document changes nothing. What matters is what it starts: a course, a capability to build, or a conversation with a date on it.
Review cycles fail on administration, not design.
Knowing who has submitted, who is overdue and whose manager changed halfway through is the work that quietly sinks a cycle. Submission status is visible by department and by reviewer, and reviewers can be reassigned without restarting anything.
Where a review leads next.
A review that ends in a stored document changes nothing. When one points at a capability rather than a behavior, the skills matrix and the training catalog sit on the same employee record, so recording proficiency or assigning a course is the next click.
Learn more about trainingGoals, review cycles, skills, training and discipline all run on the same employee record as payroll and the 201 file. There is no separate performance system to reconcile.
How do review cycles work?
You launch a cycle for a period you choose and collect reviews against it, and you can see the state of the cycle while it runs. Please talk to our team about the reviewer types your cycle needs, as this is an area we are still extending.Can goals be weighted?
Yes. Each goal carries a target, due dates and a weight, so a review reflects the relative importance of what was set rather than treating every goal the same.What happens if a manager changes mid-cycle?
You can reassign reviewers without restarting the cycle. Because goals and reviews sit on the same employee record as reporting lines, a transfer does not strand work already underway.Can we see who has not submitted?
Yes. WORKSPHR shows submission status for each reviewer, and you can filter by department, cycle and review type.Does performance connect to skills and training?
Yes. When a review points to a capability, you can record proficiency in skills or assign a course in training, both on the same record. Learn more about skills →
Bring your own review form.
Book 30 minutes with our Pampanga-based team. We will set up your cycle, review types and goal weighting around the process you already run.