Appraisals · Human Resources
Review the work where it was done. File the outcome where the employee is.
From the opened cycle to the signed review, in five steps.
The cycle is opened
A rule on the hire date, on the end of probation or on a date in the calendar opens the review: the questionnaire from the template for the role, the employee and the reviewer named, the two deadlines set and the meeting proposed. Nobody sends a form.
From the opened cycle to the signed review, in five steps.
A rule on the hire date, on the end of probation or on a date in the calendar opens the review: the questionnaire from the template for the role, the employee and the reviewer named, the two deadlines set and the meeting proposed. Nobody sends a form.
The questionnaire, the cycle, the skills, and where the company stands.
Who is reviewed when, what the questionnaire asks and who signs are yours to set.
A questionnaire per role, from a template
Ratings, scales, open text, a skills block, a training wish. One template for technicians, one for consultants, one for probation, each previewed before the cycle opens.
Cycles on a rule
Every year from the hire date, every six months for a team, at the end of probation, or on a date you pick for everyone. The rule opens the reviews; the calendar shows them.
Where the company stands
How many reviews are open, submitted on one side, held, signed, per team and per cycle, read from the records as they change.
Skills with a level and a date
Every skill on an employee has a level, the review that set it and, when it is certified, a validity date the planner can filter on.
One reminder, once
Seven days before a deadline, the person who has not submitted gets one message. The reviewer sees who is late on Monday, not the employee every day.
The summary, drafted
Before the meeting, the two views are read into a one-page summary: where they agree, where they differ, what each side proposed. The reviewer edits it; nothing is decided by it.
The same review, for a fabricator that certifies welders and a consultancy that delivers engagements.
What adapts: who is reviewed and by whom, what the questionnaire asks, what a goal reads to measure itself (work orders, projects, hours, tickets), whether skills are certified with a validity date, what the training that follows looks like, how often the cycle runs and who signs. Two businesses can run Appraisals and disagree on every one of those.
A metal fabricator reviewing welders on certified skills
The employee is a welder, the reviewer is the shop supervisor. The questionnaire is short and half of it is the skills block: each welding process at a level, with the certificate and its validity date. The goal reads the work orders delivered and the rework rate on them. The training that follows is a certification renewal with a date and a cost, and the review is signed on the shop floor on a tablet, then filed next to the contract.
A consultancy reviewing consultants on delivered engagements
The employee is a senior consultant, the reviewer is the partner. The questionnaire asks about the engagements of the year, and one question carries the client's answer to the post-engagement survey. The goal reads the projects delivered, the hours billed and the utilisation from Timesheets. The training that follows is rarely a course: it is a mentoring goal on the next engagement. The cycle runs twice a year, and the signed review is filed with the bonus letter.
The goal is read from the work, not from a number typed into a box.
"Eight solo commissionings in 2027" is not a sentence on a form. It is a goal on Karim that reads the interventions of type Commissioning where he is the only technician and the worksheet is signed. "First-time fix on 85% of tickets" reads the tickets assigned to him and closed without a second visit. "Billable hours at 75%" reads his timesheets. At the next review, the progress is already there, with the records behind it, and the meeting is about why the number is what it is, not about what the number is.
Written together, on one record.
The self-assessment and the evaluation are two columns on the same questions, and once both are in, both people read them side by side. A comment sits under the answer it is about, with a mention, and the answer is not changed by it. The meeting notes are typed on the record while the meeting happens. What the employee sees, and from when, is a rule on the review: the sealed evaluation, the summary, the notes, the signed document.
A comment under the answer
Thomas comments under Q5, mentions Karim, and the thread stays with that question for the meeting and for next year's review.
The notes on the record
Opened, submitted, unsealed, commented, held, signed: the review's history is its own, readable by the two people and by HR, in order.
Who sees what, from when
The employee reads the evaluation once both are in, the summary before the meeting, the notes after it. HR reads the signed document. The planner reads the skills and nothing else.
Built for businesses that keep their people.
Installers, workshops, maintenance contractors, consultancies, agencies, firms of fifteen to two hundred people: the businesses where the annual review is real, where the manager and the employee know each other's work, and where what is decided in the meeting has to become something. A skill level the planner can trust. A training with a date. A goal that will be read against the interventions, the projects or the tickets of the coming year, not typed again next autumn.
This is the room.
One cycle as its team: how many reviews are open, how many have both sides in, how many are signed, and every employee as a row with the reviewer, the two submission dates, the meeting and the signature, sortable so the late ones come first.
The performance tool you would otherwise buy sits beside the company, not inside it.
A questionnaire per role, from a template
- A spreadsheet
- Copied
- A performance tool
- Yes
- A suite module
- Yes
- Enobase
- Yes, previewed before the cycle opens
The self-assessment and the evaluation, sealed then side by side
- A spreadsheet
- No
- A performance tool
- Yes
- A suite module
- Sometimes
- Enobase
- Yes, on one record
The cycle opened by a rule on the hire date
- A spreadsheet
- No
- A performance tool
- Yes
- A suite module
- Yes
- Enobase
- Yes, with the meeting proposed
The goal read from the project, the hours, the tickets
- A spreadsheet
- Typed in
- A performance tool
- Typed in, or from a linked issue
- A suite module
- Rarely
- Enobase
- Yes, from the records the work produced
Skills with a level, a certificate and a validity date
- A spreadsheet
- A tab
- A performance tool
- Yes
- A suite module
- Sometimes
- Enobase
- Yes, on the employee file, filterable by the planner
The training booked with an organism, a date and a cost
- A spreadsheet
- No
- A performance tool
- A learning path, or another module
- A suite module
- In their training module
- Enobase
- Yes, a request on the budget, from the review
The signed review filed next to the contract
- A spreadsheet
- A folder
- A performance tool
- Exported
- A suite module
- Sometimes
- Enobase
- Yes, a document on the file
Time to live
- A spreadsheet
- A day
- A performance tool
- Weeks
- A suite module
- Months
- Enobase
- One week
| What you need | A spreadsheet | A performance tool | A suite module | Enobase |
|---|---|---|---|---|
| A questionnaire per role, from a template | Copied | Yes | Yes | Yes, previewed before the cycle opens |
| The self-assessment and the evaluation, sealed then side by side | No | Yes | Sometimes | Yes, on one record |
| The cycle opened by a rule on the hire date | No | Yes | Yes | Yes, with the meeting proposed |
| The goal read from the project, the hours, the tickets | Typed in | Typed in, or from a linked issue | Rarely | Yes, from the records the work produced |
| Skills with a level, a certificate and a validity date | A tab | Yes | Sometimes | Yes, on the employee file, filterable by the planner |
| The training booked with an organism, a date and a cost | No | A learning path, or another module | In their training module | Yes, a request on the budget, from the review |
| The signed review filed next to the contract | A folder | Exported | Sometimes | Yes, a document on the file |
| Time to live | A day | Weeks | Months | One week |
Questions about Appraisals
Yes. On its own it is a cycle, a questionnaire, a meeting and a signed document on the employee. Turn Field Service, Project, Timesheets or Helpdesk on and the goals read themselves from the work; turn eLearning on and the training wished is a course with a certificate at the end.