People (HR) · Module
Performance & Talent
Evidence-based reviews, fair calibration and clear links to pay and learning
Performance & Talent runs review cycles, goals, feedback, one-on-ones, calibration, skills and succession. AI drafts are advisory, employees can contest them, and ratings stay with people.
What it does
Performance & Talent is planned as an add-on on Core HR. Review cycles can be annual, half-yearly, quarterly or probation-based, with eligibility rules, phases and deadlines. Goals for individuals and teams carry weights, measures and check-ins, with an optional link to company OKRs. Competency frameworks are set by job family and grade with behavioural indicators.
Review forms combine self, manager, peer, upward and skip-level sections with rating scales and mandatory comments. Continuous feedback can be private or shared, and one-on-ones keep agendas, notes and action items between manager and employee.
Calibration and results
Calibration sessions show rating distributions; any rating change needs a reason, and results lock once finalised. Results are released by cycle or department, and employees acknowledge and comment. A 9-box talent review plots performance against potential. Performance improvement plans and succession plans for critical positions have restricted visibility.
Skills, pay and careers
A skills library and employee skill profiles record proficiency and its source: self, manager or certification. Skill-gap maps compare position requirements with employee skills and feed Learning recommendations. Compensation proposals for merit increases, promotions and bonuses stay within budget pools and hand off to Payroll as compensation changes with approval. The proposer cannot approve their own proposal. Career paths link to internal postings in Recruit.
What is different
Review drafts are advisory. The assistant cites goals, feedback, recognitions and work objects from Projects, CRM and Helpdesk under the reviewer's permissions. Drafts are labelled, managers edit them, and employees can view AI-drafted content and raise a contest with a reason. Bias checks flag biased language and report rating disparity across opted-in groups above a minimum group size. Digital Employees get a monthly scorecard review on the same screens. Performance & Talent is planned for Year 2 PI-2, with GA in PI-3.
Features
What Performance & Talent includes
Review cycles
Annual, half-yearly, quarterly and probation cycles with eligibility rules, phases and deadlines.
Goals and check-ins
Individual and team goals with weights and measures, optionally linked to company OKRs.
Competency frameworks
Competencies by job family and grade with behavioural indicators.
Multi-rater review forms
Self, manager, peer, upward and skip-level sections with rating scales and mandatory comments.
Continuous feedback and one-on-ones
Private, shared and requested feedback, plus one-on-one agendas, notes and action items.
Calibration and release
Distribution views, reasoned rating changes, locked results, and release with employee acknowledgement.
Evidence-based review drafts
Advisory drafts citing goals, feedback and work objects, marked as draft for manager edit.
Contest AI-drafted content
Employees can view AI-drafted content and raise a contest with a reason.
Bias checks
Language bias flags and rating disparity reports by opted-in groups with minimum group size.
Compensation proposals
Merit, promotion and bonus proposals within budget pools, handed to Payroll with approval.
Skills profiles and gap maps
Skills library with proficiency and source; gaps against position requirements feed Learning.
PIPs, succession and 9-box
Restricted improvement plans and successor readiness, plus performance-potential talent reviews.
Digital Employee review variant
Monthly scorecard review for agents on the same review screens.
Career paths and evidence connectors
Job architecture paths linked to internal postings, and work objects from Projects, CRM and Helpdesk as evidence.
Workflow
Review cycle
- 1
HR opens a cycle with eligibility and deadlines.
- 2
Employees and reviewers complete self, manager and peer sections.
- 3
Managers start from advisory evidence-based drafts and edit them.
- 4
HR business partners and managers calibrate with reasons for changes.
- 5
Results are released; employees acknowledge, comment or contest AI-drafted content.
- 6
Compensation proposals go to Payroll and skill gaps go to Learning.
AI
AI skills and Digital Employees
Review draft summaries (advisory)
Drafts summaries citing goals, feedback, recognitions and work objects within the reviewer's permissions.
Bias language checks
Flags potentially biased wording in reviews before submission.
Skill-gap mapping
Compares position requirements with employee skills to suggest learning.
Digital Employees that use this module
- AI Performance Review Assistant (advisory)
They act through the same governed Actions as people; risky steps wait for approval.
Frequently asked questions
Does AI set performance ratings?
No. AI drafts are advisory and labelled. Managers write and edit reviews, calibration is human, and finalising calibration is blocked for agents.
Can employees see what AI wrote about them?
Yes. Employees can view AI-drafted content in their review and raise a contest with a reason.
How are bias checks done?
Language bias flags run on review text, and rating disparity is reported only for opted-in groups above a minimum group size.
When is Performance & Talent planned?
MVP is planned for Year 2 Program Increment 2 and GA for Program Increment 3 (W3).
See Performance & Talent in your workflow
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