Performance management
Evaluation cycles with self-assessment, manager and peer reviews, goals, and phase automation that moves the cycle forward on schedule.
Annual reviews arrive late, filled from memory, on forms that differ by department. Employees see them as lottery tickets, not feedback.
Zaffre HRM runs evaluation as a scheduled cycle: phases open and close automatically, self, manager and peer input collect on the same structure, and results are comparable across the company.
Performance in Zaffre HRM is a cycle, not an event. HR defines the cycle and its phases; when a phase opens, the right people are prompted for exactly their part — the employee’s self-assessment, the manager’s evaluation, peers’ reviews — and when it closes, the cycle moves on automatically.
Goals give reviews their substance. Set and tracked through the period, they anchor the conversation in agreed outcomes. Peer reviews add the perspective managers cannot see, and the combined result lands on the employee’s record.
Because performance lives beside payroll and HR actions in the same suite, outcomes connect to consequences — increments, promotions and development plans reference the same record the review produced.
Built-in safeguards against fake attendance
Automated phases
Self-assessment, reviews and finalisation open and close on schedule — the cycle advances itself instead of waiting for HR reminders.
Three perspectives
Self-assessment, manager evaluation and peer reviews combine on one structure, so the result is more than one person’s opinion.
Goals on the record
Employees and managers track goals through the period; reviews reference what was actually agreed, not what is remembered.
Comparable results
Common structures make scores comparable across teams — the input increments and promotions deserve.
How it works
- 1
Define the cycle
HR sets the evaluation period, phases and participants.
- 2
Phases auto-open
Self-assessment first, then manager and peer reviews — each on schedule.
- 3
Everyone contributes
Employees, managers and peers complete their parts on the same structure.
- 4
Results consolidate
Scores and comments combine into a comparable outcome on the employee record.
- 5
Decisions follow
Increments and promotions draw on the same record — no parallel spreadsheets.
Frequently asked questions
- Do evaluation phases advance automatically?
- Yes — cycle phases open and close on their scheduled dates, prompting the right participants at each step without manual chasing.
- Does it support peer (360-style) feedback?
- Yes. Peer reviews collect alongside self-assessments and manager evaluations, giving each cycle multiple perspectives on one structure.
- Can employees see and track goals?
- Employees and managers maintain goals through the period, and reviews reference them directly.
- Are results comparable across departments?
- Cycles share common structures, so scores mean the same thing across teams — which is what makes them usable for increments.