Performance Reviews·Support CodeEVAL-001

Fundamentals of Performance Appraisal Systems

Performance appraisals use absolute or relative grading. The design of evaluation dimensions (results, competency, behavior) and cycles is foundational.

【Absolute vs. relative evaluation】

Absolute: rated against a standard (e.g., S/A/B/C/D). Individual growth is visible.

Relative: ranked against peers (e.g., top 10% get S, next 30% get A). Easier to control salary budget.

Most companies blend both approaches.

【Three evaluation dimensions】

· Results: degree of goal achievement and outcomes

· Competency: level of skill and knowledge required for the role

· Behavior/Attitude: workplace conduct and embodiment of company values

【Designing evaluation cycles】

· Twice a year (semi-annual): most common in Japanese companies

· Quarterly: pairs well with OKR operations

· Ongoing: works best with strong 1-on-1 and feedback cultures

【Managing evaluations in WorkVell】

Distribute, collect, and aggregate evaluation sheets; compare self-assessments vs. manager ratings; view past evaluation history.

performance reviewabsolute evaluationrelative evaluationappraisalperformance management

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Setting OKRs and Running the OKR Cycle

OKR (Objectives and Key Results) is a goal-management framework pairing ambitious objectives with measurable key results.

Writing Your Self-Assessment

Tips for completing an effective self-assessment for your performance review cycle.

Viewing Your Performance Review Results

Access your final performance review score and evaluator comments in the employee portal.

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