Performance Appraisals

HRM Performance Appraisals brings employee self-assessments, manager reviews, appraisal meetings, goals, development, and ongoing coaching together in one connected feature. It replaces disconnected spreadsheets and email threads with a clear process that everyone can understand.

As performance appraisal software, it gives HR teams and managers a single system to run every review cycle the same way: the same steps, the same approval chain, and the same record of what was agreed. Employees always know where their appraisal stands, managers can see outstanding reviews across the whole team at a glance, and HR gets a consistent, auditable history instead of appraisal notes scattered across email threads and shared drives.

Screenshot of the TimeOffLedger interface
Leave management best practices for HR teams — checklist and calendar illustration

  • Easy to use

  • Customizable & Build for every team

A Clear Appraisal Process

Every Appraisal follows a simple, structured workflow

1. Admin

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

2. 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.

3. Manager

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

4. Appraisal Meeting

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.

5. Completed

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.

Employee management feature illustration for TimeOffLedger

Employees can open My Appraisal to view the latest cycle,
complete ratings, and add comments.

  • Self-assessments
  • Goals and progress
  • Evidence of contribution
  • Personal development plans
  • One-to-ones & conversations

Employee submitting a leave request while manager approves time off in a leave management system

Review Your team’s progress and have meaningful conversation with all the context you need.

  • Team apprisal overview
  • Manager Assasment
  • Goals and PDP approvals
  • one-to-ones & conversation

TimeOffLedger feature illustration

Configure frameworks, enable modules, start cycles and monitor progress across the organization.

  • Framework & behaviour setup
  • Rating Scales and templates
  • Cycle Management
  • Apprisal overview and analytics

Appraisal System

Everything you need for meaningful performance

Goals

Set clear, measurable goals for each employee during the appraisal, agree on what “done” looks like, and track progress against them all cycle — not just at review time.

Draft
⬇
Submit
⬇
Manager Approval
⬇
Employee Rating
⬇
Manager Agreement
⬇
Complete

Personal Development Plans

Turn appraisal outcomes into a personal development plan — specific training, mentoring, or stretch projects tied to the skills gaps the review identified — and track progress on that learning as it happens.

Draft
⬇
Submit
⬇
Manager Approval
⬇
Complete

Pay increase Recommendations

Managers recommend a salary increase directly from the appraisal, with their justification attached, so payroll reviews a request that already has full context instead of a separate, undocumented conversation.

Manager Recommendation
⬇
Payroll review
⬇
Employee Rating
⬇
Activity in payroll
⬇
Complete