# Performance Management Module

## Overview

The Performance Management module provides comprehensive tools for employee performance tracking, goal setting, reviews, self-assessments, and competency evaluations.

---

## Features

### Core Functionality
- ✅ Performance review cycles
- ✅ Goal setting and tracking (OKRs/KPIs)
- ✅ Self-assessment functionality
- ✅ 360-degree feedback
- ✅ Competency-based evaluations
- ✅ Performance ratings and scoring
- ✅ Review templates
- ✅ Performance improvement plans (PIP)
- ✅ Performance reports and analytics
- ✅ Integration with training recommendations

---

## Performance Review Types

### 1. Annual Performance Review
- Comprehensive yearly evaluation
- Covers all performance aspects
- Salary review consideration
- Promotion decisions
- Career development planning

### 2. Mid-Year Review
- 6-month checkpoint
- Progress assessment
- Goal adjustment
- Course correction

### 3. Probation Review
- New employee evaluation
- 3-6 month assessment
- Confirmation decision
- Onboarding effectiveness

### 4. Project-Based Review
- Specific project evaluation
- Deliverable assessment
- Team contribution
- Skills demonstration

### 5. Continuous Feedback
- Ongoing performance notes
- Real-time recognition
- Issue documentation
- Regular check-ins

---

## Performance Review Workflow

### Review Lifecycle

```
┌──────────────────┐
│  Planning Phase  │ ──► Set review period, select reviewees
└────────┬─────────┘
         │
         ▼
┌──────────────────┐
│ Self-Assessment  │ ──► Employee completes self-evaluation
└────────┬─────────┘
         │
         ▼
┌──────────────────┐
│ Manager Review   │ ──► Manager evaluates employee
└────────┬─────────┘
         │
         ▼
┌──────────────────┐
│ Peer Feedback    │ ──► Collect 360-degree feedback (optional)
└────────┬─────────┘
         │
         ▼
┌──────────────────┐
│ Review Meeting   │ ──► One-on-one discussion
└────────┬─────────┘
         │
         ▼
┌──────────────────┐
│ Final Rating     │ ──► Finalize scores and comments
└────────┬─────────┘
         │
         ▼
┌──────────────────┐
│   Completed      │ ──► Review signed off
└──────────────────┘
```

---

## Goal Management (OKRs/KPIs)

### Goal Structure

**Objective**: What you want to achieve
**Key Results**: How you measure success

**Example**:
```
Objective: Improve Customer Satisfaction
Key Results:
  1. Increase NPS score from 7.5 to 8.5
  2. Reduce response time to under 2 hours
  3. Achieve 95% first-contact resolution
```

### Goal Types

1. **Individual Goals**
   - Personal performance targets
   - Skill development
   - Career objectives

2. **Team Goals**
   - Shared objectives
   - Collaborative targets
   - Department KPIs

3. **Company Goals**
   - Organization-wide objectives
   - Strategic initiatives
   - Company KPIs

### Goal Setting Process

**SMART Goals Framework**:
- **S**pecific: Clear and well-defined
- **M**easurable: Quantifiable metrics
- **A**chievable: Realistic and attainable
- **R**elevant: Aligned with role and company
- **T**ime-bound: Clear deadline

**Goal Creation**:
```
1. Employee proposes goals
2. Manager reviews and discusses
3. Mutual agreement on goals
4. Goals documented in system
5. Regular progress tracking
6. Mid-cycle review and adjustment
7. End-cycle evaluation
```

---

## User Interface

### Performance Dashboard

**Access**: Dashboard → Performance

**Employee View**:
```
┌─────────────────────────────────────────┐
│ My Performance Overview                  │
├─────────────────────────────────────────┤
│ Current Rating: 4.2/5.0 ⭐⭐⭐⭐         │
│ Goals Progress: 75% (6/8 completed)     │
│ Pending Reviews: 1                       │
│ Next Review: March 15, 2024             │
└─────────────────────────────────────────┘

Active Goals:
┌──────────────────────────────────────┐
│ ✓ Complete Project X (100%)          │
│ ⟳ Improve Code Quality (75%)         │
│ ⟳ Learn New Framework (50%)          │
└──────────────────────────────────────┘
```

**Manager View**:
```
┌─────────────────────────────────────────┐
│ Team Performance Overview                │
├─────────────────────────────────────────┤
│ Team Average: 4.0/5.0                   │
│ Pending Reviews: 3                       │
│ Overdue Reviews: 1                       │
│ Top Performers: 5                        │
└─────────────────────────────────────────┘

Team Members:
┌────────────────────────────────────────┐
│ John Doe      4.5/5.0  [View Review]   │
│ Jane Smith    4.2/5.0  [Start Review]  │
│ Bob Johnson   3.8/5.0  [Pending]       │
└────────────────────────────────────────┘
```

### Goal Creation Form

**Form Fields**:

1. **Goal Details**
   ```
   - Goal Title *
   - Description *
   - Goal Type (Individual/Team/Company)
   - Category (Performance/Development/Strategic)
   - Priority (High/Medium/Low)
   ```

2. **Measurement**
   ```
   - Measurement Method (Quantitative/Qualitative)
   - Target Value
   - Current Value
   - Unit of Measurement
   - Success Criteria
   ```

3. **Timeline**
   ```
   - Start Date *
   - Target Date *
   - Review Frequency (Weekly/Monthly/Quarterly)
   - Milestones
   ```

4. **Alignment**
   ```
   - Aligned with Company Goal (Optional)
   - Aligned with Department Goal (Optional)
   - Related Goals
   ```

5. **Tracking**
   ```
   - Progress Updates (Manual/Automatic)
   - Update Frequency
   - Responsible Person
   - Stakeholders
   ```

### Performance Review Form

**Sections**:

1. **Employee Information**
   ```
   - Name, Position, Department
   - Review Period
   - Review Type
   - Reviewer
   ```

2. **Self-Assessment** (Employee completes)
   ```
   - Key Achievements
   - Challenges Faced
   - Skills Developed
   - Areas for Improvement
   - Career Aspirations
   ```

3. **Competency Evaluation**
   ```
   For each competency:
   - Competency Name
   - Rating (1-5 scale)
   - Comments
   - Examples
   
   Competencies:
   - Technical Skills
   - Communication
   - Teamwork
   - Leadership
   - Problem Solving
   - Initiative
   - Adaptability
   - Time Management
   ```

4. **Goal Achievement**
   ```
   For each goal:
   - Goal Description
   - Target vs Actual
   - Achievement %
   - Comments
   - Rating
   ```

5. **Overall Performance**
   ```
   - Strengths
   - Areas for Development
   - Training Needs
   - Career Development Plan
   - Overall Rating (1-5)
   - Overall Comments
   ```

6. **Performance Improvement Plan** (if needed)
   ```
   - Areas Requiring Improvement
   - Specific Actions
   - Timeline
   - Support Needed
   - Follow-up Schedule
   ```

7. **Signatures**
   ```
   - Employee Signature & Date
   - Manager Signature & Date
   - HR Review (Optional)
   ```

---

## Rating Scales

### 5-Point Scale

```
5 - Exceptional (Exceeds Expectations)
    Consistently delivers outstanding results
    Role model for others
    Significant impact on organization

4 - Exceeds Expectations
    Regularly exceeds performance standards
    Takes initiative
    Positive influence on team

3 - Meets Expectations
    Consistently meets all requirements
    Reliable performance
    Achieves goals

2 - Needs Improvement
    Sometimes meets expectations
    Requires additional support
    Performance gaps identified

1 - Unsatisfactory
    Consistently below expectations
    Significant performance issues
    Immediate improvement required
```

### Performance Distribution

**Recommended Distribution**:
```
Exceptional (5):        10%
Exceeds (4):           20%
Meets (3):             50%
Needs Improvement (2): 15%
Unsatisfactory (1):     5%
```

---

## Competency Framework

### Core Competencies

1. **Technical Competencies**
   - Job-specific skills
   - Technical knowledge
   - Tool proficiency
   - Industry expertise

2. **Behavioral Competencies**
   - Communication
   - Teamwork
   - Leadership
   - Problem-solving
   - Adaptability
   - Initiative

3. **Managerial Competencies** (for managers)
   - People management
   - Strategic thinking
   - Decision making
   - Delegation
   - Coaching and mentoring

### Competency Levels

```
Level 1 - Basic
  Developing skills, requires guidance

Level 2 - Intermediate
  Competent, works independently

Level 3 - Advanced
  Expert, can guide others

Level 4 - Master
  Subject matter expert, thought leader
```

---

## 360-Degree Feedback

### Feedback Sources

1. **Self-Assessment**
   - Employee's own evaluation
   - Self-awareness
   - Personal perspective

2. **Manager Feedback**
   - Direct supervisor evaluation
   - Performance assessment
   - Development guidance

3. **Peer Feedback**
   - Colleague evaluations
   - Teamwork assessment
   - Collaboration feedback

4. **Subordinate Feedback** (for managers)
   - Team member input
   - Leadership effectiveness
   - Management style

5. **Customer Feedback** (if applicable)
   - External stakeholder input
   - Service quality
   - Relationship management

### Feedback Collection

**Process**:
1. Select feedback providers
2. Send feedback requests
3. Anonymous submission (optional)
4. Aggregate responses
5. Share with employee and manager
6. Discussion in review meeting

---

## Performance Improvement Plan (PIP)

### PIP Structure

**Components**:

1. **Performance Issues**
   ```
   - Specific areas of concern
   - Expected standards
   - Current performance gap
   - Impact on team/organization
   ```

2. **Improvement Goals**
   ```
   - Clear, measurable objectives
   - Timeline for achievement
   - Success criteria
   - Resources provided
   ```

3. **Action Plan**
   ```
   - Specific actions required
   - Training/support needed
   - Checkpoints and milestones
   - Monitoring process
   ```

4. **Consequences**
   ```
   - Outcomes if goals met
   - Consequences if not met
   - Review schedule
   - Next steps
   ```

### PIP Timeline

**Typical Duration**: 30-90 days

**Checkpoints**:
- Week 2: Initial progress review
- Week 4: Mid-point assessment
- Week 8: Final evaluation
- Week 12: Outcome decision

---

## Performance Reports

### Available Reports

1. **Individual Performance Report**
   - Performance history
   - Rating trends
   - Goal achievement
   - Competency development

2. **Team Performance Report**
   - Team average ratings
   - Distribution analysis
   - Top/bottom performers
   - Goal completion rates

3. **Department Performance Report**
   - Department-wide metrics
   - Comparison across teams
   - Trend analysis
   - Improvement areas

4. **Performance Distribution Report**
   - Rating distribution
   - Bell curve analysis
   - Calibration insights

5. **Goal Achievement Report**
   - Goal completion rates
   - On-track vs at-risk goals
   - Goal categories analysis

---

## Integration with Other Modules

### Training Integration
- Identify training needs from reviews
- Automatic training recommendations
- Skill gap analysis
- Development plan creation

### Payroll Integration
- Performance-based bonuses
- Salary increment recommendations
- Incentive calculations

### Succession Planning
- High-potential identification
- Leadership pipeline
- Career progression tracking

---

## Permissions

### Required Permissions

| Action | Permission | Description |
|--------|-----------|-------------|
| View Own Performance | Default | View personal reviews and goals |
| Create Goals | Default | Set personal goals |
| View Team Performance | `view_team_performance` | View team member performance |
| Conduct Reviews | `conduct_reviews` | Perform performance reviews |
| Approve Reviews | `approve_reviews` | Final review approval |
| Manage Competencies | `manage_competencies` | Configure competency framework |
| View All Performance | `view_all_performance` | Access all performance data |
| Manage PIPs | `manage_pips` | Create and manage PIPs |

---

## Best Practices

### For Employees
1. Set SMART goals
2. Track progress regularly
3. Seek feedback proactively
4. Document achievements
5. Be honest in self-assessment
6. Prepare for review meetings

### For Managers
1. Provide regular feedback
2. Be specific and objective
3. Focus on behaviors, not personality
4. Balance positive and constructive feedback
5. Set clear expectations
6. Support development plans

### For HR
1. Ensure consistent processes
2. Train managers on reviews
3. Monitor review completion
4. Calibrate ratings across teams
5. Link performance to development
6. Maintain confidentiality

---

## Troubleshooting

### Common Issues

**Issue**: Cannot submit self-assessment
- **Solution**: Check review status, verify deadline

**Issue**: Goals not showing progress
- **Solution**: Update goal progress, check calculation method

**Issue**: Review form incomplete
- **Solution**: Verify all required fields, check competencies

**Issue**: Cannot access team performance
- **Solution**: Verify manager assignment, check permissions

---

## Future Enhancements

- [ ] AI-powered performance insights
- [ ] Real-time feedback system
- [ ] Performance analytics dashboard
- [ ] Mobile app for reviews
- [ ] Video review meetings
- [ ] Automated goal suggestions
- [ ] Peer recognition system
- [ ] Performance gamification

---

**Last Updated**: February 2026
