People
Reviews and goals
Four questions, twice a year, answered on the phone, and the one join that matters: the grade next to pay against the market.
What it will do
- A review round per team with a self-score and a manager score, both seen once both are in.
- The review table shows each person's pay against the market middle, so a manager sees who to raise first.
- Raises picked here become a contract annex, a line in the next pay run and a note to the accountant, by automation.
- 1:1 notes that belong to the manager alone; HR admin and the owner cannot read them.
Status
Designed; built after the pay run, which the raises need.