Everything Perf 360 does in depth

Run structured performance reviews on frameworks you define — KPIs and KRAs alongside a competency and behavior catalog, scored with the rating scales your organization uses.

Choose level-based scales (for graded ratings) or behavior-based scales (anchored to observed behaviors), assign weights across sections, and let strict weight-sum validation block any cycle that doesn't add up to a complete, defensible score.

For HR teams and managers who need consistent, auditable reviews rather than free-text forms — and for organizations that want competencies and behaviors evaluated as deliberately as objectives.

Collect anonymous, multi-source feedback from peers, reports, and managers as part of a review cycle — with questions tailored to your organization.

Author custom org 360 questions (or start from healthcare-seeded templates), speed setup with AI-assisted Excel import, and protect raters with a per-org anonymity threshold that withholds results until enough responses are in.

For organizations that want richer, more balanced input than a single manager's view — and that take rater confidentiality seriously.

Set and track SMART goals and KPIs, with achievements linked directly to the goals they advance.

Capture KPI snapshots over time, link logged achievements to the goals they support, and surface the same data to staff members, their managers, and admins — each from the view that fits their role.

For teams that want goals to stay live between reviews instead of resurfacing once a year, and for managers who want progress visible without chasing updates.

Calibrate ratings across a group before they're finalized, so scores are fair and comparable rather than dependent on individual rater tendencies.

Scope each session per cycle to the whole org, a department, or a manager chain; review a histogram distribution view and flagged outliers; then propose adjustments and commit them atomically when the session closes.

For HR business partners and leadership running annual cycles who need defensible, consistent ratings across managers and teams.

Run formal, off-cycle performance improvement plans as their own entity — separate from the review cycle but connected to it.

Define structured objectives with checkpoints, advance the plan through a completed-checkpoint state machine, and keep it visible to the individual by design once it's Active so there are no surprises.

For managers and HR partners who need a transparent, documented path to improvement rather than an informal conversation.

Hold lightweight mid-year touchpoints that keep the conversation going without the weight of a full review.

Check-ins skip scoring entirely and are created by the same auto-generate dispatcher that produces the annual cycle, so the cadence stays consistent with no extra setup.

For managers and individuals who want a structured mid-year moment to realign on goals — fast, low-friction, and on schedule.

Turn finalized performance into compensation recommendations, handled by a dedicated HR Partner role with privacy built in.

A three-layer privacy gate controls visibility at the org-wide, department-wide, and specific-employee levels; every action is captured in an audit log; and an optional per-cycle setting can require calibration to be complete first.

For HR partners and compensation owners who need to tie pay decisions to performance while keeping sensitive figures tightly scoped.

Protect sensitive performance data and keep a verifiable record of who accessed what.

Sensitive fields are encrypted at the field level and redacted on read for anyone without the right access, while a capability-gated enhanced-audit endpoint exposes detailed access history when your plan includes it.

For organizations with data-protection obligations that need both strong safeguards on the data and clear evidence of how it's been handled.