Strategy & Transformation
Appraisal and performance management
Performance 360
Every appraisal, linked to the strategy it serves.
Performance 360 is GTech’s appraisal and performance management solution. Appraisal stops being a yearly form and becomes a continuous, fair cycle: goals traced to the strategy, conversations through the year, ratings tested for fairness and development that follows, owned by HR and measured in data.
Highlights
- Every goal traced to a position objective in Kascade
- Ratings calibrated for fairness before they are final
- Workforce and talent insight for ECC 360 and HECC 360
Appraisal is a yearly form, not a way of managing performance.
In many organizations, goals are written once a year, reviewed once a year and disconnected from the strategy they are meant to serve. Ratings cluster in the middle, managers dread the conversation, and the results rarely reach the decisions about development, succession or reward.
Leadership is left without a view of whether people are working on what matters, where talent is at risk and where capability is missing. Performance management earns its place when it links each person’s goals to the strategy and turns the year into a cycle.
Five steps, one continuous cycle.
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Goals cascaded
Every goal traces to a position objective in Kascade, so individual work lines up with the strategy.
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Check-ins
Quarterly conversations between managers and their people, logged and visible.
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Multi-rater feedback
Input from managers, peers, direct reports and the person themselves.
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Calibration
Committees test ratings for fairness and consistency across teams before they are final.
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Appraise and develop
A rating, a development plan and a learning path in Culture Pulse for every person.
Performance management that leadership can use.
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Governed
HR owns the cycle, line managers appraise and a calibration committee keeps it fair, configured to the client’s civil service or labor rules.
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Connected to the strategy
Goals flow from the national direction through Kascade to each position, and development flows on to Culture Pulse.
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Talent in view
Performance against strategy, talent risk, succession and capability gaps, and early warnings on attrition.
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Connected to the command center
Workforce and talent analytics flow into ECC 360 and HECC 360, beside the organization’s other measures.
Designed for HR to lead the cycle by the second appraisal.
GTech assesses the current appraisal process, designs the cycle, the competencies and the calibration rules with HR, and builds and operates Performance 360 through the first cycle.
Your HR team shadows ours, co-operates with us through the second appraisal, then leads the cycle on its own.
Three editions on one cycle.
Each edition carries the rules, competencies and vocabulary of the organizations it serves.
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Government
For ministries, authorities and agencies, configured to civil service rules and the national direction.
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Enterprise
For groups and companies, configured to their labor rules, grades and competency models.
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Healthcare
For hospitals and health groups, with clinical competencies and credentialing in the cycle.
Link every appraisal to the strategy.
A working session reviews how performance is managed in your organization today, and shows how Performance 360 would run the cycle.