employee performance management system<\/a> built into your ERP removes these friction points by centralizing the entire workflow in one platform.<\/p>\nHow Onfinity ERP Structures Goal Setting and Key Results<\/h2>\n
Onfinity begins with goal creation at three levels: individual, departmental, or organizational. Each goal carries a priority setting and links directly to the appraisal plan. When you mark a goal as appraisal-based, it automatically feeds into the performance review process without manual handoffs.<\/p>\n
Goals break down into key results, which define measurable outcomes. You select the measurement type based on what you’re tracking. Quantitative key results use numerical targets\u2014like conducting 150 customer feedback surveys. Qualitative key results track performance as a percentage, such as achieving a 100% excellent rating. Outcome-based key results compare actual versus expected values, like increasing a satisfaction score from 75% to 90%.<\/p>\n
Each key result includes a tracking frequency: weekly, monthly, bimonthly, or custom. This determines how often progress gets reviewed. The assigned date and target date must fall within the parent goal’s timeline. If they don’t, the system blocks the save. This prevents misalignment before it happens.<\/p>\n
Templates standardize key results across teams. When you save a key result as a template, it becomes reusable. This speeds up appraisal setup and ensures consistency in how similar roles get evaluated.<\/p>\n
Milestone-Based Tracking: From Goals to Actionable Progress<\/h2>\n
Milestones convert key results into checkpoints. The system auto-generates them based on the tracking frequency you set. If you choose monthly tracking over three months, you get three milestones. The total target value splits across these milestones\u2014either equally or with custom values you assign manually.<\/p>\n
Each milestone can include a reviewer. When you enable required review, the assigned manager sees the milestone in their action queue. Employees update progress, attach documents, and mark milestones as submitted. Reviewers then approve or reject those submissions based on the attached proof and progress comments.<\/p>\n
The milestone panel includes a chat feature. Both parties can ask questions or clarify expectations without leaving the system. This eliminates email threads and keeps all communication tied to the specific milestone.<\/p>\n
Status indicators show whether a milestone is in progress, submitted, or approved. Managers can filter milestones by date range or status to focus on what needs immediate attention. This visibility reduces follow-up meetings and makes it clear who’s on track and who’s falling behind.<\/p>\n
Appraisal Plan Setup: Linking Competencies and Skills to Performance Reviews<\/h2>\n
Once goals and milestones are in place, the appraisal plan pulls everything together. Managers initiate the plan directly from the goals tab. The system auto-fills the appraisal frequency from the employee’s work information record and prefills the employee’s position.<\/p>\n
The plan includes three sections: goals, skills, and competencies. Goals are already created and tracked. Skills and competencies get added based on the employee’s position. You choose which skills to evaluate, set a rating scale, and define the target level. If you enable self-review, the employee receives a workflow to rate themselves before the manager reviews.<\/p>\n
Competencies work the same way. You select role-based competencies, assign target levels, and choose whether to include self-assessment. Reviewers get assigned at the skill and competency level, so different managers can evaluate different areas if needed.<\/p>\n
The appraisal timeline includes three dates: submission start, submission end, and review date. Workflows trigger automatically at each stage. Employees receive tasks to complete their self-assessment. Managers receive tasks to submit ratings. Once all reviews are in, the plan becomes ready to close.<\/p>\n
The system generates a printable appraisal report that consolidates goal progress, performance appraisal process<\/a> ratings, skill evaluations, and competency scores. HR teams use this for record-keeping and compliance.<\/p>\nReviewer and Employee Actions: How the Workflow Actually Runs<\/h2>\n
Employees see their milestones in the My Actions tab. This includes the current week and the previous two weeks. They click into a milestone, add progress updates, attach documents, and submit for review. Once submitted, the milestone moves to the reviewer’s queue.<\/p>\n
Managers review the submission, check attached files, and either approve or reject. If more context is needed, they initiate a chat directly within the milestone panel. Approved milestones get marked as complete. Rejected ones return to the employee with feedback.<\/p>\n
During the appraisal cycle, employees rate their own skills and competencies if self-review is enabled. These self-ratings feed into the manager’s view. The manager sees the employee’s rating alongside their own assessment, which helps identify perception gaps before the final review conversation.<\/p>\n
All actions are logged. You can see who submitted what, when, and what the reviewer’s response was. This creates an auditable trail that HR can reference during disputes or performance improvement plans.<\/p>\n