Employee appraisal software
- Objectives met, % of those set
- 80
- Objectives exceeded, % of those met
- 50
- Self-rating, % of the scale
- 80
Every figure on this page is computed from the inputs entered, by the method stated below it. Reviewvo publishes no merit matrix, no rating distribution and no rule: the scale, the merit percentage and the objectives are yours, and the defaults are a worked example to replace with your own figures.
Employee appraisal software is bought by the manager or HR lead of a small company the month the shared document stops working: the third cycle, when last year's objectives are in one file, this year's self-appraisals in another, the ratings in a spreadsheet and the outcomes in payroll's inbox. What the software has to do is not complicated, and it is mostly arithmetic and filing: hold the objectives, collect the self-appraisal as figures and words, record the rating and the final comments, calibrate across managers, and turn the rating into an outcome the letter can carry. This guide walks what a small company's cycle needs from the software and what it does not, and the free self-appraisal worksheet on this site works the employee's side of it with no account and no vendor named.
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Objectives and the self-appraisal: the employee's side as figures
The cycle starts with objectives set and ends with a count of how many were met and how many exceeded. Four of five met is 80% achievement; two of the four exceeded is 50%. The software holds the objectives with their measures so the self-appraisal is a count against evidence, and the worksheet on this site works those figures with example comments beside them.
The rating and calibration: the manager's side across the team
Each manager rates against the same scale, and calibration is the meeting where four managers' ratings are laid side by side and the outliers are argued. A rating of 4 on a five-point scale is 80% of the scale, and the software has to show every rating on one screen with the achievement figure beside it, or calibration is a guess about who is generous.
The outcome: what the rating carries into the letter
The company's merit matrix says what each rating is worth, and the software applies it: 4% on $62,000 is $2,480 a year, $206.67 a month, a $64,480 salary, and one objective carried into the next period. The matrix is the company's decision; the paid plan keeps the outcome against the employee and the period and exports it to payroll.
Will it do what you need for Employee appraisal software?
Tell us what your review cycle needs and we will tell you straight whether Reviewvo Pro does it today, whether it is coming, or whether you need a talent suite instead. A person reads these and replies.
Employee appraisal software: common questions
What does employee appraisal software do?
Holds each employee's objectives, collects the self-appraisal, records the manager's rating and final comments, calibrates ratings across managers and turns the rating into an outcome, per employee per review period. The worksheets on this site work the figures; Reviewvo Pro keeps the cycle.
Does a small company need appraisal software?
It needs the cycle kept somewhere that survives the third round of reviews: objectives, self-appraisals, ratings and outcomes per employee per period. A shared document does that for one cycle; the record on this site does it for every cycle at one price per seat.
Is there a free self-appraisal worksheet?
Yes. The self-appraisal comments by employee example worksheet on this site is free and needs no account: objectives set, met and exceeded, the rating scale and a self-rating in, achievement, the exceeded share, the self-rating as a share of the scale and the objectives to carry forward out, with example comments beside them, printed as it stands. Reviewvo Pro keeps every appraisal against the employee.