PERFORMANCE REVIEWS
Performance Review tied to real skills
Evaluate IT specialists using a competency matrix, not gut feelings. Automatic gap analysis, score comparison, development goals.
PROCESS
How Performance Review works
Create a review cycle
Choose a type: quarterly, annual, probation, or ad-hoc. Set deadlines and team.
Assign reviewers
For each employee — manager + self-assessment. On Pro: peer/360° review.
Rate by matrix skills
Each role skill is rated: none → awareness → working → advanced → expert. With comments.
Results and plan
Automatic gap analysis. Self vs manager comparison. Development goal generation.
ASSESSMENT FORM
Skills grouped by domains
The assessment form is generated from the competency matrix for a specific role. The reviewer sees skills grouped by domains.
- 5 rating levels for each skill
- Expected level highlighted with color
- Comments for each skill
- Auto-save progress
- Gap highlighted in red/green
RESULTS
Automatic gap analysis
The system automatically calculates results after the assessment form is completed.
- Match % — percentage of skills where rating ≥ expectations
- Overall Score — weighted average score 0-5.0
- Strengths — skills above expectations
- Growth Areas — skills with the largest gaps
- Recommended Level — level where match ≥ 80%
TEAM HEATMAP
Visual team skills map
Team Summary shows all team member skills as a heatmap. Quickly see who knows what and where the gaps are.
- Employees (rows) × Skills (columns)
- Color = level: green (meets), yellow (close), red (gap)
- Identify team skill gaps
- Plan hiring and training
COMPARISON
Self vs Manager — side by side
The employee sees how they rated themselves, how the manager rated them, and where the differences are. This is the foundation for a constructive dialog.
- Two columns: self-assessment and manager assessment
- Highlight discrepancies in ratings
- Average value for the final result
- Comments from both sides
REVIEW TYPES
Flexible setup for your process
Quarterly
Regular assessment every 3 months. Progress tracking.
Annual
Full yearly assessment. Promotion decisions.
Probation
Assessment after probation period.
Ad-hoc
Any time. For special cases.
DEVELOPMENT GOALS
From gap analysis — to goals
After review completion, the system automatically generates development goals from the top-5 skills with the largest gaps.
- Auto-generation from results
- Specific skill: current → target level
- Deadline and tracking status
- Link to the next review cycle
Launch your first review cycle for free
Free for teams up to 5 people. Manager + Self assessment. Full gap analysis and results.