Performance Management

Individual performance = organizational results
CatalystOne™ Appraisal Manager assures that all employees work towards an organisation’s overall objectives. The in-built mechanisms for structured cascading, continuous follow-up and systematic evaluation of objectives make it much easier to clarify expectations, provide concrete feedback and stimulate employee performance.

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The Employee Appraisal serves as a core process for performance management at the individual level. Organizations using CatalystOne™ Business Planner enjoy the benefits of automatic import of individual objectives from business planning to employee appraisal.

Benefits of Performance Management with CatalystOne™ include:

1. Easy to define concrete objectives for each employee.
2. The ability to cascade objectives by linking them to each other.
3. Optional weighting of objectives.
4. Easy to report and follow-up progress.
5. A structured approach to performance assessment.
6. Option to combine assessment of performance and behaviour in order to stimulate alignment with organisational values.
7. The ability to analyse performance data per unit, per manager or per employee as a basis for organisational development.
8. The ability to identify top and low performers.

Employee Performance Management with CatalystOne™ has the following features:

1. The employee receives an email invitation for an appraisal dialogue and can start self assessment by clicking the link in the email.
2. The employee can assess his/her own performance in relation to objectives and key performance indicators defined during a previous appraisal dialogue.
3. The employee can propose new objectives linked to his/her manager’s objectives.
4. The manager can view the employee’s assessment and proposals, and do his/her own independent assessment.
5. Changes in past period performance assessments and objectives for the next period are normally done during the appraisal dialogue.
6. The development plan for the employee is documented.
7. Both the manager and the employee sign electronically to accept the past period assessments and agreed plans for the next.
8. The employee is regularly asked to report progress for his/her own objectives.
9. The manager receives reports showing status for his/her employees’ objectives.
10. The manager can easily access performance assessments and agreed objectives for his/her employees, including any historical data.
11. HR may access analytical reports, for example average and trends per unit, per manager and per employee.

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