Explore performance management capabilities


Performance management is a way to create roadmaps for business and employee success. It includes goal setting, training, providing employment warnings, and more.

Employee and manager performance journal

There are two versions of the performance journal: the employee version, which is accessible through the Employee self-service workspace (ESS), and the manager version, which is accessible through the Manager self-service workspace (MSS). Employees can create journals for themselves and can choose to share them with their manager. Managers can create journals for their team and can choose to share them with their employees.

Send feedback

The performance journal contains an additional feature called Feedback. When users select Send feedback, they can select an employee and provide feedback to that employee by sending an email. The message is sent to the employee who is receiving the feedback, that employee’s manager, the employee who is sending the feedback, and that employee’s manager. A performance journal entry is created for each person who receives the feedback message.


The performance goals page helps users track the goals that an employee and their manager have created for the employee. Users can create any number of goals, and those goals can span different periods and performance reviews. Goals can be simple or complex, depending on the amount of information entered.

Goals can also be organized into categories. Managers will see the name of the person the goal is assigned to.

Goals often have measurable results. Users can add measurements to track the target goal results and the actual results. If the measurement is a stretch goal, it can be marked using the Stretch goal option.

Performance journal

The performance journal will contain activities that provide managers with more information about how employees accomplished their goals. If users have linked a performance journal to the goal, it appears in the Activities section of that goal. Users can also add a new performance journal from the performance goals page. That performance journal will be automatically linked to the goal.

Attach documents

If users want to attach a document to the goal, such as a certificate of completion, they can do so in the Attachments section of the performance goals page. A document viewer is provided so users can quickly review the contents of any attached document.

Goal templates

Users can create a template from a goal, and then use the template to create new goals based on the template. When users create a template from a goal, the description, topics, and target measurements are saved. However, all actual measurements, completion dates, and topic comments are removed.

Performance reviews

Performance reviews are more formally known as discussions. They are now flexible enough to support continuous feedback, development plans, and more formal reviews. Users can quickly create small meetings for two people, such as a one-on-one meeting, or they can build a more complex review that matches the review process of their company.

Examples of reviews include:

  • One-on-ones, which are often informal reviews.

  • A simple review, which focuses on a period of time.

  • A detailed review, which may include conversations about goals, measurements, and journal activities.

Users can also use the Competencies section to discuss, review, and rate employees' competencies. Users can add as many competencies as are required and can choose whether the competency must be rated.

Users can create new reviews based on templates that users have created. For example, users can have a template for one-on-ones, development plans, or periodic reviews. Users can select the template when they create a new review.

Components users can include in performance reviews

Users can include several types of information in performance reviews, including review detail, measurements, activities, ratings, signoffs, and attachments.

  • Review detail: Users can pull their goals into the review details and make comments on them. Users can also set up competencies and make comments on them.

  • Measurements: Users can view measurements related to a goal or review. They can also add a new measurement related to the review.

  • Activities: Users can show performance journal items related to the review. They can also add a performance journal, which will be automatically linked to the review.

  • Ratings: Users can apply a rating to any goal or competency on the review. They can define the rating models for each review.

  • Signoffs: The employee and/or the manager will be listed on the review based on the review parameters users set. The reviews can be required or optional.

  • Attachments: Users can attach a document to a review in the Attachments section of the reviews page.


Three pages help users set up information that is required to complete the performance process: the measurements page, the performance journal source types page, and the review types page.

  • Measurements: This page lets users create standard measurements that will be used on the performance goals and reviews pages. Users can create measurements that are dates, amounts, quantities, or percentages or measurements that are based on a rating model.

  • Performance journal source types: These describe where the performance journals come from. Users can see whether, by default, a journal item will be viewed by the manager only, the employee only, or both the manager and the employee.