Open a review period, define your competency and goal catalogues, and configure the weighting of KPIs versus competencies to fit your organisation; self-assessment, manager and reviewer workflows then run automatically. The portal scores each goal with its own formula, calculates the final weighted score and generates a signed PDF scorecard. Your ERP holds payroll; the portal holds goal-setting, 5-point rating and the multi-step approval chain. No per-day rates, no licences, no per-user fees; a single monthly subscription.
Logo, Mikro, SAP, Netsis and Uyumsoft are the single source of truth for payroll and personnel records, but performance is not a financial entry, it is a multi-party reconciliation process. Review windows, goal catalogues, competency sets with behavioural indicators, company-specific weighting (such as KPI 70% / competency 30%) and linear, tiered, curved or custom formulas simply do not exist in an ERP data model. An employee and their manager mutually agreeing on a goal, then the manager's manager approving, followed by a multi-step review chain cannot be modelled in an ERP. The performance add-ons that ERPs do offer come as separate, costly licences; and because they cannot express your weightings and formulas, most companies end up running the process in Excel. Intranet Portal runs this entire cycle on top of the ERP, leaving the ERP as the master source for personnel data.
HR defines the period: start and end dates, goal-setting opening, goal submission deadline, evaluation opening and a separate competency evaluation window. The KPI-versus-competency weighting (e.g. 70% / 30%) and the minimum and maximum number of goals per period are set here. Periods can be opened for specific locations; draft, active, evaluation and closed statuses are managed manually.
A competency pool organised into categories; each competency carries behavioural indicators with indicator-level scoring. Competencies are grouped into sets as weighted and mandatory or optional. The catalogue can be imported and exported via Excel.
Competency sets are linked to a department or position; a single scorecard can use several sets at once. Non-managers get the 'Core + Functional' sets while managers get 'Core + Managerial', applied together, and a competency's total weight is derived from the combination of sets. Set cloning and retroactive set assignment to an existing scorecard are supported.
Goals selected from the catalogue or entered freely; numeric, qualitative, project and development types, with weight, unit and frequency of measurement, and a business goal code. For month-by-month tracked goals, twelve monthly targets and actuals are entered, and the system totals them and calculates the achievement percentage.
Every goal is scored with its own formula: linear (with threshold and cap), tiered (e.g. 80-89% -> 50, 100-109% -> 100, 110%+ -> 120), curved (exponential) and a custom formula with a free mathematical expression. An inverse flag handles 'reverse' goals (where lower is better), with a 5-point scale as an alternative (thresholds at 60/80/100/120% of target, 1-5 mapped to 0-100). Formulas can be tested with a live preview and cloned.
Role-based screens: employees see their own scorecard ('my-scorecard'), managers evaluate their team ('my-team'), reviewers run the approval chain ('my-reviews'), and HR manages the period and catalogues. Autosave during evaluation, with comment fields for employee, manager and HR.
A goal is proposed by either the employee or the manager; it remains 'awaiting approval' until the other party accepts, and locks once both sides have approved. A revision note and a revision counter are kept. The evaluating manager's own manager then separately approves the scorecard (manager-of-evaluator).
The approval chain template is selected automatically by department > location > default priority; it is reviewed step by step, each step recording an approval or rejection with a justification while the original score is preserved. At the end of the process a downloadable, signed PDF performance scorecard is generated for the employee, manager and HR.
Period completion percentage, department-level score breakdowns, and Excel exports of all scores and completion figures. A 'managers who have not completed evaluations' report with one-click reminders; a live dashboard powered by chart and statistics APIs.
HR defines the review period, the KPI/competency weighting, the goal-count limits and the time windows; it prepares the competency sets by department and position, the goal catalogue and the scoring formulas.
Employees and managers propose goals; the other party approves them. Once both sides have approved, the goals lock, and then the evaluating manager's manager approves the scorecard.
The evaluation window opens. The manager enters goal achievements (monthly where needed) and scores competencies against their behavioural indicators. The system scores each goal with its formula and saves automatically.
The portal combines the weighted KPI score and the competency score scaled to 0-100 into the final score. The scorecard passes through a multi-step approval chain selected by department, location or default priority.
Once the process is complete, the employee, manager and HR access the signed PDF scorecard. HR exports completion, department and score reports as well as the list of managers who have not evaluated to Excel, and sends reminders.
The performance module is largely a pure intranet process: goal agreement, competency scoring and the approval chain live entirely within the portal. Its only link to the ERP is personnel master data; it never burdens the ERP with performance logic.
Employee, department, position and the manager-subordinate relationship are mirrored read-only from the ERP (SAP/Uyumsoft/Logo). Who evaluates whom, which competency set applies and how the approval chain is resolved are all driven by this up-to-date organisational data.
In organisations with no ERP integration, the employee, department and position list is imported via Excel and the module works exactly the same way. The competency and goal catalogues can also be bulk imported and exported via Excel.
Locked final scores, department breakdowns and scorecards are exported as PDF and Excel, providing clean data to non-ERP HR processes for bonus, pay-rise and career decisions. The ERP remains the single source of truth, untouched.
Tell us your ERP and your process. We’ll show how this module works and scope it into your subscription — no man-day, licence or setup fee.
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