কর্মক্ষমতা মূল্যায়ন

HR sets the appraisal framework — review period, competencies, and rating scale — then starts the cycle for the whole team or a single employee.

The employee completes a self-assessment against their goals and competencies before the review, so their own perspective is on record from the start.

The manager completes an independent assessment of the same goals and competencies, without seeing the employee’s ratings first — keeping both views honest.

Employee and manager meet to compare both assessments, agree on a final rating, and confirm next steps together — with every point of the discussion logged against the appraisal.

The completed appraisal remains available as a trusted, timestamped record — for the employee’s next review cycle, for HR reporting, and as evidence if a performance decision is ever challenged.