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Performance · Make performance cycles easier to execute

Connect expectations, feedback and development—not just ratings.

Govern goals, appraisal calendars, eligibility, review windows, exceptions, calibration, development actions and salary-revision handoff from one effective-dated workforce foundation.

Explore performance — free trial See cycle governance
Illustrative product interaction Grounded in supported product behaviour
Operating lensIllustrative interaction
FY 2026–27 review calendar
One primary cycle · effective windows
Goal settingOpen
Mid-year12 Jan
Annual review04 Apr
Why this matters to the Head of HR

The Head of HR must balance process completion with performance quality. duoHR helps leaders see where goals are unclear, feedback is delayed and manager behaviour needs support.

Use this page as a product-evaluation path: start with the operating problem, inspect the representative interaction, then verify the exact policy and output in the live product.

Performance & Goals capabilities

Designed around the full operating workflow.

Configure the module around your structures, policies, ownership and approval model—not a generic process diagram.

Calendar governance

Configure goal, check-in, monthly, quarterly, mid-year, annual, calibration and PIP-review windows.

Eligibility rules

Include employees by department, location, grade, employment type, probation and tenure with an impacted-employee preview.

Goals and KPIs

Use templates, measurement units, target frequency, progress entries and controlled authoring.

Review chain

Coordinate self, manager, skip-level, HR, calibration and acknowledgement stages.

Calibration and talent views

Support competency ratings, 360 feedback, normalisation bands, nine-box and dispute handling within current product boundaries.

Pay-action handoff

Link approved rating slabs to salary revision and arrears without claiming merit-budget modelling.

Connected operating workflow

Follow the action from policy to owner to downstream result.

The exact screens differ by module, but the operating principle remains the same: the applicable rule, current owner, status, effective date and history stay visible.

Defensible review timelines Clear eligibility and exception handling More consistent calibration
Performance & Goals workflow
  1. Launch cycle and goal-settingOwner, status and history remain visible.
  2. Manager and employee check-insOwner, status and history remain visible.
  3. Review and feedback submissionOwner, status and history remain visible.
  4. Calibration and development actionOwner, status and history remain visible.
Product proof and boundaries

Evaluate the operating behaviour—not only the feature name.

These examples are illustrative product patterns grounded in the supported product material. Use the live product to validate the exact screen, policy and output required for your organisation.

Supported pattern

Governed operating calendar

Define population, windows, exceptions and review evidence.

Verify in demo

Launch cycle and goal-setting

Use a representative employee, workforce group and effective date. Follow the transaction through owner, status and downstream impact.

Current boundary

Scope honestly before committing.

One primary appraisal cycle is supported at a time; merit budget pools and automatic PIP creation from ratings are outside the documented current scope.

A working view, not a static report

Give the team clear status and exception signals.

The example measures below are illustrative. Definitions and thresholds should be configured around the operating cadence and evidence your team uses.

89%Goals published
76%Reviews complete
9Managers delayed
34Development plans
Connected modules

Performance & Goals works better when its inputs and outputs stay connected.

View all modules

Manager Self-Service

Bring approvals, team information, attendance exceptions, onboarding tasks, goals, feedback and workforce actions into a role-based manager workspace.

Explore

People Analytics

Bring headcount, movement, people cost, attendance, payroll, performance and HR service data into role-based dashboards with consistent definitions and explainable drill-down.

Explore

AI HR Companion

Use permission-scoped AI on the real product screen to plan supported changes, fill approved forms, explain anomalies and assist implementation—without allowing autonomous payroll, leave or configuration decisions.

Explore

Payroll

Connect effective-dated salary structures, attendance and leave inputs, earnings, deductions, reimbursements, recoveries and statutory calculations in a payroll run that can be reviewed and rolled back before finalisation.

Explore
Questions about implementation

Evaluate Performance & Goals in your policy context.

Use your actual workforce groups, approval paths and edge cases during product evaluation.

Bring this context into the demo
Can different business units run parallel primary appraisal calendars?

The current product supports one primary appraisal cycle at a time. Multiple parallel active primary calendars are not currently claimed.

Does duoHR include nine-box and 360 feedback?

The source material describes nine-box, competency and 360 feedback within the performance module, with current limitations around an independent 360 phase calendar.

Explore Performance & Goals

See Performance & Goals configured around your organisation.

Bring one representative workflow or current process challenge. The demo will show the operating path, controls and connected outcomes.

Explore performance — free trial See cycle governance