Performance appraisals help you assess employee performance in a structured, consistent way. In Humanforce HR, performance appraisals bring together data from across the platform into a single Performance Report Card, giving employees visibility over their performance and equipping leaders to have meaningful, data-led conversations.
Most organisations complete formal performance appraisals every 6 to 12 months, with more informal catch-ups happening monthly or quarterly. These formal reviews typically focus on role responsibilities, behaviours, and values, supported by continuous feedback captured throughout the year.
To see how performance data comes together, review the Performance Report Card for an individual employee.
What makes up performance appraisals
Performance appraisals in Humanforce HR are built from multiple data sources across the platform. These data points roll up into the Performance Report Card, providing a clear and concise view of employee performance.
The Performance Report Card can include:
Goals
Diary notes
Continuous feedback, including check ins and performance review summaries
Performance improvement plans
Role evaluations
Training and development records
You can configure the Performance Report Card to display only the sections that are relevant to your organisation. You can also customise the performance metrics used to assess performance.
To learn more about each data source, see the Performance Report Card elements for more information.
Designing your performance process
A strong performance process combines structured reviews with ongoing feedback. Humanforce HR supports this through configurable forms, automated pulses, and reporting tools.
Most organisations build their process using the following components.
Performance review forms
Performance review forms capture structured feedback during formal review cycles. Humanforce HR includes pre-built performance forms, such as:
Self-assessments
Leader performance assessments
Peer assessments
By default, the performance forms in the platform assess five dimensions: Productivity, Compliance, Teamwork, Quality, and Values. You can customise these dimensions and fields to reflect what performance means in your organisation.
Reviewing and tailoring the default forms helps ensure you capture the information that matters most to your business.
Related tasks:
Continuous feedback and check ins
Continuous feedback supports regular, informal performance conversations. Humanforce HR includes employee and leader check-in forms that track sentiment, progress, and feedback over time.
You can use the standard check-in forms or customise them to suit your organisation. Regular check ins help surface issues early and provide valuable context for formal performance appraisals.
Related tasks:
Recurring pulses
Pulses automate the delivery of performance and check-in forms. By setting up recurring pulses, you ensure the right forms are sent to the right people at the right time.
Common approaches include:
Monthly employee check insto track wellbeing, goal progress, and support needs
Performance review forms are sent every 6 to 12 months, depending on your appraisal cadence
Related tasks:
Performance Report Card templates
Performance Report Cards summarise performance data for individual employees. You can create one or multiple templates, depending on whether performance is measured differently across roles.
Templates allow you to control:
Which sections appear in the report
Which ratings or free-text responses are pulled through from forms
This flexibility helps ensure performance information is relevant and role-specific.
Related tasks:
Performance metrics and analytics
Performance metrics use quantitative data from employees, leaders, and peers to visualise performance outcomes. These metrics feed into individual Performance Report Cards and Business Performance analytics.
Business Performance analytics help you:
Track organisational performance trends over time
Identify high-performing and high-potential employees
Highlight areas where additional support may be needed
Related information:
- Understanding Performance Metrics and Performance Metric Groups
- Understanding your Business Performance Analytics
- Configuring your Business Performance Analytics
Best practice performance management
Effective performance management is continuous, not just annual. Regular check ins and feedback help leaders address issues early, reinforce positive behaviours, and support employee development.
Best practice performance management combines formal performance appraisals with regular, informal check ins. In most organisations, formal performance appraisals are conducted every 6 to 12 months to assess overall performance against role responsibilities, behaviours, and values.
Between these formal review points, more informal catch-ups play a critical role in supporting employee success. Monthly or quarterly check ins allow leaders and employees to review progress against goals, discuss recent outcomes, and identify any areas where additional support or development is needed. These conversations help address issues early, reinforce positive behaviours, and keep performance aligned throughout the year.
By pairing structured performance appraisals with frequent, ongoing feedback, organisations can create a performance process that is both consistent and responsive to changing priorities.
As your organisation evolves, it’s a good practice to review your performance process every 6 to 12 months and refine it based on feedback from employees and leaders.
Additional information
Performance processes should balance formal reviews with ongoing feedback.
Customising forms and metrics helps ensure performance data reflects what matters to your organisation.
Regularly reviewing your process supports continuous improvement and engagement.
Users with limited permissions may not be able to configure performance forms, pulses, or report templates. Contact your system administrator if you cannot access these settings.