of employees formally review their performance goals with their manager once a year or less.
COBIDU PERFORMANCE MANAGEMENT · COMING SOON
Manage performance from goals to review results
Set quarterly and annual goals, assign review forms and see where each participant stands. Calculate period scores using your organisation’s weights.
Sales team · Quarterly plan
- Set scope
- Assign forms
- Set scoring
- Publish plan
Plan scope
- Period
- Quarter 1
- Participants
- Sales team
- Reviewers
- Employee and direct manager
How is the period score calculated?
Goals 70% · Review criteria 30%
HR checks tasks and reviewer assignments before publishing the plan.
My review · Quarter 1
My self-review form
- Business goal
- Proposal conversion rate
- Current → target
- 22% → 25%
Record your progress against the goal and submit your self-review.
Goal attainment
88%
- Review period goalsCompleted
- Submit self-reviewNext task
- Manager assessmentAwaiting self-review
My team · Quarter 1 reviews
- Participants
- 24
- Results published
- 18
- In progress
- 6
Pending reviews
- Employee A
- Self-review pending
- Employee B
- Manager review pending
- Employee C
- Result published
Published period result
82 / 100
Employee C’s result combines weighted scores for business goals and review criteria.
Keep goals in view throughout the year
of employees strongly agree their review process is fair and transparent.
2024 research involving 18,665 U.S. employees. Read the Gallup research
Everyone knows what to do next
HR verifies the scope, managers see open tasks and employees know what to do next.
Consistent reviews for HR
Use shared forms and check participant and reviewer assignments before publishing. Apply a consistent review framework across teams.
Clear priorities for managers
See whose form or approval is pending. Prepare for the conversation with goals, feedback and development needs in view.
A clear review process for employees
See your period goals and next task. Submit your self-review and view the published result in your plan.
Quarterly plan · Publishing preview
- HR
- Scope and reviewersSales team · Self-review and direct manager
- Ready to review
- Manager
- Open reviewsAssigned forms and approval tasks
- Task tracking
- Employee
- Next stepComplete the self-review form
- Plan view
A review plan that fits each period
Define the review period and scope
Define business goals and review criteria for your quarterly or annual plan. Set the scope by organisation, team, role or employee.
Choose the reviewers
Add self, manager, peer and project reviews as needed. Preview who will review whom before publishing.
Connect learning and practice to the plan
Connect relevant Moodle course activities, on-the-job practice or employee evidence to review steps in the performance plan.
See outcomes and next steps
Set weights for goals and review criteria. Track pending tasks, approvals and final period results within each role’s access scope.
Two sample plans for quarterly and annual reviews
Calculate a period score in the quarterly plan. For the annual review, combine finalised quarters or use a separate form.
Quarterly performance review
Build a plan using review forms alone. Score goals and review criteria in separate sections and calculate a period result using your organisation’s weights.
Periodic performance
Period score82 / 100
- Goals · 70% weight
85 - Review criteria · 30% weight
75
Self-review and manager form completed. Result published.
Annual performance review
Bring finalised quarterly results together in an annual summary. For a standalone annual plan, define a separate review form and approval steps.
Annual review workflow
- Select finalised quarters
- Create the annual summary
- Publish the annual result
Annual resultPublished
Quarter scores · Equal weights
Q1
82
Q2
86
Q3
84
Q4
88
Weighted annual score 85 / 100
Four steps from planning to outcomes
- 01
Prepare the plan
Define the period, participants and intended outcome.
- 02
Arrange the plan steps
Choose the learning, practice or evidence, assessment and approval steps you need. Preview tasks and reviewer assignments before publishing.
- 03
Track progress
Show employees their next step and managers their pending tasks.
- 04
Finalise the plan
Publish the period score once reviews and required approvals are complete.
Frequently asked questions
How do quarterly and annual reviews work?
Each quarter produces its own score. You can build an annual summary from the weighted scores of finalised quarters in scope or define a separate form for a standalone annual review.
Who can carry out a performance review?
You can include self, manager, peer and project reviews. Assign reviewers individually or through bulk rules and check the assignments before publishing the plan.
Can we customise the review form and scoring?
Yes. Create form templates for your organisation and ask for written responses, ratings or both. Set the weights for business goals and review criteria in the period score.
Who can see pending reviews and results?
Employees see their own tasks and published results. Managers and HR can track pending reviews, approvals and results for employees within their access scope.
When can employees see their results?
An authorised user publishes the result once the reviews and any required approvals are complete. The employee can then see it in their plan.
Can you run a performance review without assigning training?
Yes. You can create a quarterly or annual performance plan using only a review form. Assign the form to the reviewers you choose and add approval steps as needed. Training is an optional step when setting up the plan.
When will the product be available?
COBIDU Performance Management is in preparation. Contact us to discuss your review process and pilot requirements.
Let’s discuss your review process
Review your assessment periods, form requirements and approval steps with us.
