Performance Medium business impact

PAR — Performance Appraisal Review

3-stage formal appraisal sign-off

the problem

Standard performance reviews can carry rating bias from a single evaluator, especially for roles tied to pay and promotion decisions.

the solution

A formal multi-level KPI appraisal — employee self-evaluation, independent supervisor review, and BU Head sign-off — with side-by-side reporting for audit and calibration.

business impact / growth model

How this module moves the business

impact level

Medium

mechanism

Each stage scores the same KPI set independently before the next stage can see it (supervisors can view self-scores and comment, but BU Head sees all three side-by-side) — reducing anchoring bias while preserving transparency.

metric moved

Pay equity disputes and promotion accuracy

workflow / step-by-step

How PAR — Performance Appraisal Review works

KPI master

Define PAR-specific KPIs and their weightings.

Performance periods

Create annual or quarterly appraisal cycles.

Employee allocation

Assign employees to an active period.

Stage 1 — self evaluation

Employee scores each KPI and submits for review.

Stage 2 — supervisor review

The direct supervisor scores the same KPIs independently, can view employee self-scores, and adds comments.

Stage 3 — BU Head review

The Business Unit Head validates both scores, enters a final calibrated score, and signs off.

Final report

All employees × all KPIs with three-stage scores side-by-side.

BU Head report

BU-level consolidated scores and averages.

Detail report

KPI-level marks across all three evaluation stages — useful for audit and calibration discussions.

sub-modules in this workflow

KPI master Performance periods Employee allocation Self evaluation Supervisor review BU Head review Final report BU Head report Detail report

PAR — Performance Appraisal Review

How this module moves the business

How PAR — Performance Appraisal Review works

Connected modules