Run an appraisal cycle

1. Build a template: sections for goals, competencies, values and open questions, with weights adding to 100 and an audience (self, manager, peer) for each.
2. Create the cycle: who is in it, the rating scale, whether a skip-level reviewer must endorse, and when ratings become visible.

• Stages run self → manager → HR. Employees nominate peers; the manager or HR approves the list. Peer answers stay anonymous below a minimum number.
• Calibration compares actual ratings with your target distribution and suggests normalised ratings; every change needs a note, and calibration can be locked.
• By default the employee sees their rating only after HR releases it. They then agree, or disagree with a comment.

Managers raise increment and promotion recommendations (a merit matrix suggests the percentage). Once approved, payroll users create a salary draft from them; an approved promotion updates the designation and job history.