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Module

Goals & KPIs: transparent performance evaluation at every level

Corporate goals, department goals and individual KPIs — in one logic, cascading top-down. Performance is calculated by an automatic formula, not argued over in a meeting. Each staff category gets its own process, forms and cadence.

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Launch: 5–10 daysRoles: administrator, curator, manager, employee

What the module delivers

One system of goalsCorporate, department and individual goals in one logic. A "goal tree" shows each employee's contribution to the overall result.
Evaluation by fact, not by feelKPI performance is calculated by an automatic formula from the entered result, with summation logic across the reporting period.
Its own process for each categoryDifferent goal types, evaluation criteria, forms and cadence for top management, managers and rank-and-file employees.
A company-wide pictureConsolidated reporting and analytics on team and organizational performance — no manual spreadsheet reconciliation.

How it works

Campaign setup

The administrator sets KPI parameters — analysis dimensions, indicator types, units, cadence, ranges — and participant categories.

Setting goals

Cards are generated from templates, goals are entered and saved, the form is sent to the employee for acknowledgment.

Approval

The direct manager and curator edit, return for revision, or approve the KPI card.

Recording results & calculation

The manager and employee enter actual performance, the KPI is calculated by formula, and consolidated reporting is compiled.

Module capabilities

  • Setting up campaigns for goal setting and performance evaluation for specific staff categories
  • Goal-setting and goal-adjustment campaigns: creation, configuration, launch, administration
  • Manual or automatic goal monitoring
  • Manual and automated entry of organization-level KPI cards for top management
  • KPI and indicator parameters: analysis dimensions, indicator types, units of measure, measurement cadence, valid-value ranges
  • Restricting goal editing by type depending on the card's status
  • Template goals for different staff categories
  • Corporate, department and individual employee goals
  • Recording KPI performance with an automatic calculation formula
  • Configuring the goal-setting process at every level: entry, editing, saving, sending the form for acknowledgment, returning for revision, approval by manager and curator
  • Goal-setting cadence (quarterly) with summation and performance-calculation logic across the reporting period
  • Differentiated goal setting by category: goal types, evaluation criteria, forms, cadence
  • An event for the manager and employee to enter actual KPI performance
  • A "goal tree" — visualizing each person's contribution to the overall result
  • Consolidated reporting and performance analytics

Outcome

One system of goals and transparent performance evaluation at every level — from the organization's KPI card down to a single employee's goal — with automatic performance calculation and consolidated analytics.

Frequently asked

How is KPI performance calculated?
By an automatic formula from the entered result, with summation logic across the reporting period (quarter). No manual recalculation needed.
Can different categories of employees have different rules?
Yes. Each category has its own goal types, evaluation criteria, forms and goal-setting cadence.
Who's involved in approving a KPI card?
The employee reviews the form, and the direct manager and curator edit, return it for revision, or approve the card.
Can you see an employee's contribution to overall goals?
Yes. The "goal tree" shows how individual goals connect to department goals and corporate KPIs.

Related modules

Employee onboardingProbation-period goals roll into the general set. Competency managementAssessment alongside performance. Learning & developmentDevelopment plans based on evaluation results.

Show goal setting on your own structure?

On a demo call we'll build a KPI card for a department and walk through the cascade and performance calculation.

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