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Performance

The Performance Dashboard provides an executive-level overview of employee performance evaluation coverage, rating distribution, calibration consistency, and top performer identification. It enables HR leadership and executives to monitor review execution, assess performance quality, identify calibration gaps, and support governance over performance management processes.

Key Performance Indicators (KPIs)​

  • Number of Reviews: Represents the total count of completed performance reviews within the selected filters. Higher values indicate broader participation in the performance management process, while lower values reflect limited review coverage.
  • Employees Reviewed: Represents the number of distinct employees who have received at least one performance review. Higher values indicate broader performance visibility, while lower values suggest incomplete workforce assessment.
  • % of Employees Reviewed: Represents the proportion of the total workforce that has been formally reviewed. Higher percentages indicate strong compliance with performance management policies, while lower percentages reflect gaps in review execution.
  • Average Rating: Represents the mean performance rating awarded across all completed reviews. Higher values indicate stronger overall employee performance, while lower values signal potential performance development requirements.
  • Average Score: Represents the average calibrated performance score across reviewed employees. Higher values indicate stronger validated performance outcomes, while lower values reflect weaker calibrated performance results.
  • Employees Not Reviewed: Represents the number of active employees who have not yet received a performance review. Higher values indicate higher compliance risk and limited performance visibility, while lower values reflect stronger governance coverage.

Benefits of this Dashboard​

  • Performance Management Governance: Enables leadership to monitor compliance with organizational performance review processes.
  • Workforce Performance Visibility: Provides transparency into overall workforce performance quality and scoring distribution.
  • Calibration Integrity Monitoring: Supports oversight of performance calibration gaps to ensure fairness and consistency in ratings.
  • Talent Identification and Recognition: Highlights top-performing employees to support reward, promotion, and succession planning decisions.
  • HR Compliance and Risk Control: Identifies employees lacking reviews to mitigate audit, policy, and operational risk.

Filtering​

You can filter the dashboards using the user-defined hierarchy dimensions in Sage 300 People via filtering panels. For example:

  • Branch (Hierarchy code 1)
  • Department (Hierarchy code 2)
  • Province(Hierarchy code 3)
  • Cost Centre (Hierarchy code 4)
  • Project (Hierarchy code 5)
  • Farm Department (Hierarchy code 6)
  • Division (Hierarchy code 7)
  • Contractors (Hierarchy code 8)
  • Status (Hierarchy code 9)
  • Nature of Contract (Hierarchy code 10)