1.Select the type of performance note or data you want to enter and “tree down “ to score the item or enter your narrative.  No forms to file. No end of year scramble for records.  No racking your memory for details.  It is all already in the system! 

2.Give employees instant access to their own performance information.  Employees are only two clicks away from being updated about their cumulative performance record.  Employees improve continuously, because they get “real time” feedback.

3.Go beyond 360° to 720° feedback by collecting data from anyone or any part of your organization. You can control who may enter information and what type of information they can enter. You control the quality and quantity of data before you collect it. Your employees will trust the system.

4.Information is confidential and secure through passwords and security levels. You can set multiple layers of security and assign unique passwords.

Pull out any information from any organizational subset on any item. Reports are automated.  You don’t need programmers to create tables or run statistics on your data. 

You’ll probably want to customize your performance management program to fit your organization’s changing needs.  We make it as simple as adding new features and modules to your already working system! Data quality continuously improves!

1.Develop your own job booklets and standards or subscribe to our pre-validated booklets.  You can tailor booklets to assess competencies, functions, values, KSA’s, projects, goals or other performance measures.  You can even set up a special booklet for each employee.

2.Employees can get instant performance feedback.  Using a personal password, employees can view their own cumulative appraisal feedback.3

3.Get data from the right evaluator to the employee.  Sometimes peers, subordinates, customers, or other employees have important feedback for an employee.  You can weight input from many evaluators and build in safeguards to confirm the validity of feedback as well as maintain confidentiality.

4.Get data to the right person.   Your Safety Officer sees safety feedback, your Employee Relations Manager sees morale data, and your Training Manager sees training gaps in performance data.  People get the information they need; and only the information they need. Plus they get it when they need it in a format they can use.

If you upload data to us, you can download data from our databases.  We keep datasets that help you compare performance appraisal systems and measures with other organizations.  Mark your progress against the “best in class”.

Using our extensive experience helping clients design valid assessment systems; we help you resolve typical issues; such as insuring fairness, relevance, practicality, measurability, scoring, implementation, and fit with organizational values. From initial design to training and on-site implementation, we support the organizational development effort that is the foundation for change and performance improvement.

Print benchmark reports by person, unit, department, supervisor, position, etc.

Organizational Assessment Survey. With over thirty thousand administrations, this is the climate and employee satisfaction inventory to properly assess climate.

Human Patterns Inventory. Nothing is more comprehensive than this interest and preference inventory.  Use it to properly assess, manage and place employees in the right role.

Performance Management and Measurement captures change.  We tailor research projects to get data needed by small to multinational organizations.

Feedback on results improves organizational and individual performance. You can design research programs and projects to accumulate data in the course of daily record keeping.  Is it possible to get stress free, valid and reliable data with little employee resistance? Yes!

Our updating system works through modem  and our helpdesk staffers are human resources experts themselves.  Call us soon.