Performance Management

Enterprise appraisal lifecycle, multi-evaluator scoring, bell curve analytics, PIP & TNA automation — GB5 PERM module

Database Tables

26+

API Endpoints

360°

Multi-evaluator

Dapr Events Published

Vision

PERM replaces the legacy WCF/NHibernate appraisal system with a cloud-native, multi-tenant performance platform on .NET 9. It supports routine, annual, and 360-degree review cycles with configurable KRA/Measure weighting, automated bell curve distribution, PIP auto-creation, TNA generation, and pay revision triggers — all inside a single finalization transaction.

Business Value

Consistent Scoring

Weighted formula ensures objective scoring across all evaluators; removes subjectivity bias

Automated Compliance

TNA and PIP triggers fire automatically at finalization; no manual HR intervention needed

Pay Revision Safety

PayRevisionTriggered flag prevents duplicate salary changes across system restarts

Bell Curve Analytics

Real-time grade distribution across org, department, or grade — never cached, always live

Scope Boundaries

PERM Owns	Out of Scope (handled by)
KRA, Measure, RatingScale, AppraisalType masters	Goal/OKR tracking → OKR module
Appraisal cycle creation & activation	Peer feedback requests → FBCK module
Multi-evaluator (Self/Manager/Peer/Subordinate)	Competency profiling → CMGM module
Weighted scoring engine + grade mapping	Learning course enrollment → future Learning module
PIP plans + action checkpoints	Skill level management → SkillManagement module
TNA request generation
Pay revision trigger (via IPayRevisionBLL)
Performance trend time-series
Employee ESS appraisal view

Key Concepts Glossary

Term	Definition
KRA	Key Result Area — a named performance dimension (e.g., Revenue Target, Customer Satisfaction). Defined in MKRA master. Each KRA has a weightage in a given AppraisalType.
Measure	A specific, measurable sub-criterion under a KRA (e.g., "Monthly Revenue Achieved"). Can be Quantitative (numeric target vs achieved) or Qualitative (rating).
RatingScale	Grade bands (e.g., A+=90-100%, B=60-70%) stored in MRATINGSCALE. Used to map FinalPercentage to a GradeLetter.
AppraisalType	Template defining which KRAs and Measures appear in an appraisal, their weightages, and the Nature (Self/360/Peer).
AppraisalPlan	A cycle instance: "FY2026 Annual Review" with PerformanceFrom/To dates, linked to an AppraisalType. One plan generates one TAPPRAISAL per employee.
Appraisal (TAPPRAISAL)	One row per employee per plan. Stores consolidated FinalPercentage, grade, increment amounts, and PayRevisionTriggered flag.
AppraisalEval	One row per evaluator per appraisal. EvalType: 0=Self, 1=Manager, 2=Peer, 3=Subordinate.
FinalPercentage	Weighted consolidation of all evaluator scores: (SelfScore × SelfWeight) + (ManagerScore × (1-SelfWeight)).
PIP	Performance Improvement Plan — auto-created when FinalPercentage < PIPTriggerThreshold (default 40%).
TNA	Training Needs Analysis — auto-generated when KRAScore < TNAGapThreshold (default 60%). Feeds into future Learning module via Dapr.
Bell Curve	Distribution of employee grades across rating bands. Read-only aggregation; never cached.
PayRevisionTriggered	Boolean flag on TAPPRAISAL preventing duplicate salary changes on retry/re-finalization.
ESS	Employee Self-Service — read-only view for employees of their own appraisal data. EmployeeId always from login.UserId.

Database Schema — Master Tables

MAPPRAISALTYPE — Appraisal Form Templates

Column	Type	Notes
AppraisalTypeId	int PK
Code	nvarchar(20)	Unique per tenant
Name	nvarchar(200)
Nature	smallint	0=Self 1=ReportingTo 2=360 3=Peer
Status	smallint	0=Inactive, 1=Active
TenantId	int	Multi-tenant isolation

MKRA — Key Result Area Master

Column	Type	Notes
KRAId	int PK
Code / Name	nvarchar
Nature	smallint	0=PerformanceBased, 1=PersonalDevelopment
TenantId	int

MMEASURE — Performance Measure Master

Column	Type	Notes
MeasureId	int PK
Code / Name	nvarchar
MeasureType	smallint	0=Quantitative, 1=Qualitative
Unit	nvarchar(50)	%, $, count, etc.
TenantId	int

MRATINGSCALE — Grade Bands

Column	Type	Notes
RatingScaleId	int PK
GradeLetter / GradeName	nvarchar	e.g., A+, Outstanding
SlabFrom / SlabTo	decimal(5,2)	Percentage band. Index on (TenantId, SlabFrom, SlabTo)
SortOrder	int

MAPPRAISALTYPEKRA — KRAs in a Form Template

Column	Type	Notes
AppraisalTypeKRAId	int PK
AppraisalTypeId	int FK
KRAId	int FK MKRA	Unique per (AppraisalTypeId, KRAId, TenantId)
KRAMeasureWeightage	decimal(5,2)	% weight of Measure scores for this KRA
KRAGoalWeightage	decimal(5,2)	% weight of OKR goal progress for this KRA
SortOrder	int

MPERMCONFIG — Configurable Thresholds

ConfigKey	Default Value	Purpose
PIPTriggerThreshold	40	Auto-create PIP when FinalPercentage below this
TNAGapThreshold	60	Auto-generate TNA when KRAScore below this
SelfWeightDefault	30	Self-evaluation weight % in final score consolidation

Transactional Tables

MAPPRAISALPLAN — Appraisal Cycle

Column	Type	Notes
AppraisalPlanId	int PK
Code / Name	nvarchar	e.g., "FY2026-ANNUAL"
AppraisalTypeId	int FK
PerformanceFrom / PerformanceTo	date	Performance window
EntryFrom / EntryTo	date	Self-evaluation entry window
Nature	smallint	Annual / Mid-year / Confirmation
Status	smallint	0=Pending 1=Active 2=Closed 3=Archived

Index: (TenantId, Status, PerformanceFrom, PerformanceTo) — critical for active plan queries

TAPPRAISAL — Appraisal Instance (one per employee per plan)

Column	Type	Notes
AppraisalId	int PK
AppraisalPlanId / EmployeeId / OUID	int	Unique: (AppraisalPlanId, EmployeeId, TenantId)
OverallMeasureScore / OverallGoalScore	decimal	Computed by scoring engine
FinalPercentage	decimal(5,2)	Consolidated final score 0-100
PercentIncrease / AmountIncrease	decimal	Increment awarded
ToDesignationId / ToGradeId	int	Promotion target
PayRevisionTriggered	bit	Idempotency flag — prevents duplicate pay revision
Status	smallint	0=Pending 1=Submitted 2=Accepted 3=Rejected 4=Finalized

TAPPRAISALEVAL — Per-Evaluator Assessment

Column	Type	Notes
AppraisalEvalId	int PK
AppraisalId / EvaluatorId	int
EvalType	smallint	0=Self, 1=Manager, 2=Peer, 3=Subordinate
AppraisalAcceptance	smallint	0=Pending, 1=Accepted, -1=Rejected
OverallScore / Remarks / SubmittedOn

TPIPPLAN — Performance Improvement Plan

Column	Notes
PIPPlanId, EmployeeId, ManagerId	One PIP per underperforming employee
StartDate / EndDate	Auto-set: Today to Today+90d on auto-create
Reason	Auto-populated from appraisal grade
Status	0=Draft 1=Active 2=Closed 3=Cancelled

TTNAREQUEST — Training Needs Analysis

Column	Notes
TNARequestId, AppraisalId, EmployeeId, KRAId, MeasureId	One row per KRA that scored below threshold
GapScore	TNAGapThreshold - KRAScore (magnitude of gap)
TrainingSuggestion	Free-text or auto-populated
Status	0=Pending, 1=SentToLearning, 2=Closed

Appraisal Lifecycle

Plan Created

→

Plan Activated

→

Appraisals Generated

→

Self Evaluation

→

Manager / Peer Eval

→

WIP Submit

→

Finalized

→

Archived

Each AppraisalPlan generates one TAPPRAISAL row per employee. Evaluators (self + manager + optional peers) each get a TAPPRAISALEVAL row. The WIP workflow gates SubmitAppraisal. Finalization runs the cascade (scoring → PIP → TNA → PayRevision → Dapr events) inside a single transaction.

Weighted Scoring Formula

Per Evaluator:
KRAMeasureScore = Σ(MeasureScore[i] × MeasureWeightage[i]) / ΣWeightages × KRAMeasureWeightage
KRAGoalScore = GoalCurrentProgress × KRAGoalWeightage
EvalOverallScore = Σ(KRAMeasureScore_weighted) + Σ(KRAGoalScore_weighted)

Consolidation (from MPERMCONFIG.SelfWeightDefault = 30%):
FinalPercentage = (SelfEvalScore × 0.30) + (ManagerEvalScore × 0.70)

Grade Assignment:
SELECT GradeLetter FROM MRATINGSCALE
WHERE FinalPercentage BETWEEN SlabFrom AND SlabTo AND TenantId = @TenantId

The goal score component (KRAGoalScore) reads live OKR progress via IGoalDAL.GetGoalProgressForEmployee(employeeId, okrCycleId, kraId) — a DAL-level cross-module call to OKRDAL avoiding circular BLL references.

FinalizeAppraisal Cascade

The most critical flow — runs inside BeginTransactionAsync. All 6 steps must succeed or the entire transaction rolls back.

① CalculateScores

Run weighted scoring engine → store FinalPercentage + GradeLetter on TAPPRAISAL

② PIP Check

If FinalPercentage < MPERMCONFIG['PIPTriggerThreshold'] AND no active TPIPPLAN for employee → auto-create TPIPPLAN (Status=Draft, EndDate=Today+90d) → publish perm.pip.created

③ TNA Check

For each TAPPRAISALEVALKRA where KRAScore < MPERMCONFIG['TNAGapThreshold'] → INSERT TTNAREQUEST (KRAId, GapScore, Status=0) → publish perm.tna.generated

④ Pay Revision Trigger

If PercentIncrease > 0 AND PayRevisionTriggered = false → call IPayRevisionBLL.SavePayRevision(...) → set PayRevisionTriggered = 1. On PayRevision failure: log error, mark TAPPRAISAL.PayRevisionError = true, do NOT abort finalization (re-trigger endpoint available)

⑤ Commit Transaction

All database writes committed atomically

⑥ Publish Dapr Events (outside transaction)

Publish perm.appraisal.finalized and perm.score.finalized to notify Analytics, CMGM

Bell Curve Distribution

-- BellCurveQB.GET_BELL_CURVE_REPORT
SELECT rs.GradeLetter, rs.GradeName,
       COUNT(a.AppraisalId) AS EmployeeCount,
       CAST(COUNT(a.AppraisalId)*100.0 / SUM(COUNT(a.AppraisalId)) OVER() AS decimal(5,1)) AS Percentage
FROM   TAPPRAISAL a
JOIN   MRATINGSCALE rs ON a.FinalPercentage BETWEEN rs.SlabFrom AND rs.SlabTo
WHERE  a.AppraisalPlanId = @PlanId AND a.TenantId = @TenantId
  AND  (@OUID = 0 OR a.OUID = @OUID)
  AND  (@GradeId = 0 OR a.ToGradeId = @GradeId)
GROUP BY rs.GradeLetter, rs.GradeName, rs.SlabFrom
ORDER BY rs.SlabFrom DESC

Cache policy: NOT_REQUIRED — bell curve data changes throughout an active appraisal window. Never cache financial-adjacent HR data.

ESS — Employee Self-Service

GetMyPerformanceSummary is an aggregation endpoint that assembles one unified view from multiple modules:

Data	Source
Current appraisal + KRA scores + grade	PERMDAL direct query
Active OKR goals progress	OKR module (TGOAL)
Feedback summary (received, pending)	FBCK module via IFeedbackBLL.GetFeedbackSummaryForESS
Active PIP status	PERMDAL TPIPPLAN
Recent recognitions (last 30 days)	FBCK module TRECOGNITION
Unacknowledged memos	FBCK module TMEMO Status=1

Security: EmployeeId is always taken from login.UserId — never from the request body or URL parameter. Passing a different EmployeeId in the request is silently ignored.

API Endpoints Reference

Masters

Method	Route	Description	Cache
GET	/PerfMgmt/KRA/GetKRAList	All KRAs for tenant	CLIENT_LEVEL 10 min
POST	/PerfMgmt/KRA/SaveKRA	Create/update KRA	null (invalidates)
DELETE	/PerfMgmt/KRA/DeleteKRA	Delete KRA	null
GET	/PerfMgmt/Measure/GetMeasureList	All measures	CLIENT_LEVEL 10 min
GET	/PerfMgmt/RatingScale/GetRatingScaleList	Grade bands	CLIENT_LEVEL 30 min
GET	/PerfMgmt/AppraisalType/GetAppraisalTypeList	Form templates	CLIENT_LEVEL 10 min

Appraisal Plan (Cycle)

Method	Route	Description	Cache
GET	/PerfMgmt/AppraisalPlan/GetAppraisalPlanList	All cycles, paged	CLIENT_LEVEL 5 min
POST	/PerfMgmt/AppraisalPlan/SaveAppraisalPlan	Create/update plan	null
POST	/PerfMgmt/AppraisalPlan/ActivateAppraisalPlan	Activate → generates TAPPRAISAL rows	null
POST	/PerfMgmt/AppraisalPlan/CloseAppraisalPlan	Close cycle	null

Appraisal Instance

Method	Route	Description	Cache
GET	/PerfMgmt/Appraisal/GetAppraisalList	Paged; filter by PlanId/OUID/Status	NOT_REQUIRED
POST	/PerfMgmt/Appraisal/SaveAppraisal	Update appraisal fields	null
POST	/PerfMgmt/Appraisal/SubmitAppraisal	Triggers WIP workflow	null
POST	/PerfMgmt/Appraisal/AcceptAppraisal	Manager accepts	null
POST	/PerfMgmt/Appraisal/RejectAppraisal	Manager rejects with remarks	null
POST	/PerfMgmt/Appraisal/FinalizeAppraisal	Runs full cascade (scoring→PIP→TNA→PayRevision)	null

Analytics & ESS

Method	Route	Params	Cache
GET	/PerfMgmt/BellCurve/GetBellCurveReport	AppraisalPlanId, GroupBy(0=Org/1=Dept/2=Grade), OUID, GradeId	NOT_REQUIRED
GET	/PerfMgmt/Trend/GetPerformanceTrend	EmployeeId, LastNCycles(default 5)	USER_LEVEL
GET	/PerfMgmt/ESS/GetMyAppraisal	—	NOT_REQUIRED
GET	/PerfMgmt/ESS/GetMyPerformanceSummary	—	NOT_REQUIRED

Sample Scenarios

Scenario A — Annual Appraisal with 2 KRAs

Plan Setup

Field	Value
Plan Name	FY2026 Annual Review
PerformanceFrom	2025-04-01
PerformanceTo	2026-03-31
EntryWindow	2026-04-01 to 2026-04-30
KRA 1 (Revenue Target)	Weight: 60%
KRA 2 (Customer Satisfaction)	Weight: 40%

Scoring Calculation

Evaluator	Revenue KRA	Customer KRA	Total
Self	78%	70%	74.8%
Manager	72%	68%	70.4%

FinalPercentage = (74.8 × 0.30) + (70.4 × 0.70)
= 22.44 + 49.28 = 71.72%
Grade: B+ (70–80%) → "Above Average"

Scenario B — Low Performer: PIP Auto-Trigger

-- Employee: Sarah Lee, FinalPercentage = 36% (threshold = 40%)
-- FinalizeAppraisal cascade step 2:

IF @FinalPercentage < 40 AND NOT EXISTS (
    SELECT 1 FROM TPIPPLAN WHERE EmployeeId=@EmployeeId AND Status IN (0,1) AND TenantId=@TenantId
)
BEGIN
    INSERT INTO TPIPPLAN (EmployeeId, ManagerId, StartDate, EndDate, Reason, Status, TenantId)
    VALUES (@EmployeeId, @ManagerId, GETUTCDATE(), DATEADD(d, 90, GETUTCDATE()),
            'Below performance threshold (36%)', 0, @TenantId)

    -- Dapr publish: perm.pip.created
END

Scenario C — Bell Curve Visualization

FY2026 Annual Review — Grade Distribution (102 employees)

A+ (90-100)

5 employees

A (80-90)

18 employees

B+ (70-80)

42 employees (largest band)

B (60-70)

28 employees

C (40-60)

7 employees

PIP (<40)

2 employees → PIP auto-created

Scenario D — Performance Trend (Last 5 Cycles)

Cycle	FinalPercentage	Grade	Increment %	Trend
FY2022	61.2%	B	5%	—
FY2023	65.8%	B	6%	↑ +4.6%
FY2024	70.4%	B+	8%	↑ +4.6%
FY2025	74.1%	B+	9%	↑ +3.7%
FY2026	71.7%	B+	8%	↓ -2.4%

Integration Map

OKR Module

Provides goal progress scores via IGoalDAL.GetGoalProgressForEmployee (DAL-level, no BLL-BLL circular ref)

PERM

Port 5121
/perm/ proxy prefix

PayRoll Module

IPayRevisionBLL.SavePayRevision called on finalization (direct BLL injection — only cross-module direct call)

FBCK Module

IFeedbackBLL.GetFeedbackSummaryForESS called by PermESSBLL for GetMyPerformanceSummary aggregation

CMGM Module

Subscribes to perm.appraisal.finalized → auto-regenerates competency profile. Reads KRA scores via IAppraisalEvalDAL

Analytics

Dapr: perm.score.finalized → PerformanceKPISubscriber ingests into TPERFKPIFEED

Dapr Events Published

perm.appraisal.submitted perm.appraisal.finalized perm.score.finalized perm.pip.created perm.tna.generated

SignalR — PermNotificationHub

Property	Value
Group strategy	`perm:user:{userId}` — per-user (not session)
Events pushed	Evaluator submitted, appraisal accepted, appraisal rejected, PIP created
Hub type	`Hub<IPermNotificationClient>` — strongly typed
Server push	PermBLL injects `IHubContext<PermNotificationHub, IPermNotificationClient>`

Caching Strategy

Data	Cache Level	TTL	Invalidated By
MAPPRAISALTYPE / MKRA / MMEASURE masters	CLIENT_LEVEL	10 min	Save, Delete
MRATINGSCALE bands	CLIENT_LEVEL	30 min	Save, Delete
MAPPRAISALPLAN list	CLIENT_LEVEL	5 min	Save, Activate, Close
TAPPRAISAL single + TAPPRAISALEVAL	NOT_REQUIRED	—	Live: evaluation changes constantly
Bell Curve report	NOT_REQUIRED	—	Live: financial-adjacent HR data
Performance Trend per employee	USER_LEVEL	—	On new cycle finalization

Security & Compliance

Multi-Tenancy

Every SQL query includes AND TenantId = @TenantId (or DatabaseName = @DatabaseName). Cross-tenant data access will never occur by design.

ESS Isolation

All ESS endpoints extract EmployeeId from login.UserId server-side. Request parameters for EmployeeId are ignored — employees cannot view each other's appraisals.

Idempotency

PayRevisionTriggered flag prevents double salary changes. FinalizeAppraisal can be retried safely; only un-triggered pay revisions will fire.

Sensitive Data

LoginDTO fields, salary amounts, and appraisal scores are never logged. Stack traces never returned to client — generic error message only.

Implementation Phases

Phase	Scope	Duration
Phase 1	KRA, Measure, RatingScale, AppraisalType CRUD; constants; MEVENTTYPE seed; legacy master data import	2 weeks
Phase 2	AppraisalPlan CRUD + status transitions; TAPPRAISAL generation; multi-evaluator CRUD; paged list; WIP config	2 weeks
Phase 3	CalculateScores weighted algorithm; FinalizeAppraisal; AcceptAppraisal/RejectAppraisal; grade mapping; Bell Curve	1.5 weeks
Phase 4	FinalizeAppraisal cascade (PIP auto-create, TNA insert, PayRevision trigger); full PIP CRUD; TNA endpoints; Dapr events	1.5 weeks
Phase 5	GetPerformanceTrend time-series; PermESSBLL aggregation; ESS endpoints; PermNotificationHub SignalR	1 week

Performance Management

Process Flows

Reference

Performance Management

Vision

Business Value

Scope Boundaries

Key Concepts Glossary

Database Schema — Master Tables

MAPPRAISALTYPE — Appraisal Form Templates

MKRA — Key Result Area Master

MMEASURE — Performance Measure Master

MRATINGSCALE — Grade Bands

MAPPRAISALTYPEKRA — KRAs in a Form Template

MPERMCONFIG — Configurable Thresholds

Transactional Tables

MAPPRAISALPLAN — Appraisal Cycle

TAPPRAISAL — Appraisal Instance (one per employee per plan)

TAPPRAISALEVAL — Per-Evaluator Assessment

TPIPPLAN — Performance Improvement Plan

TTNAREQUEST — Training Needs Analysis

Appraisal Lifecycle

Weighted Scoring Formula

FinalizeAppraisal Cascade

① CalculateScores

② PIP Check

③ TNA Check

④ Pay Revision Trigger

⑤ Commit Transaction

⑥ Publish Dapr Events (outside transaction)

Bell Curve Distribution

ESS — Employee Self-Service

API Endpoints Reference

Masters

Appraisal Plan (Cycle)

Appraisal Instance

Analytics & ESS

Sample Scenarios

Scenario A — Annual Appraisal with 2 KRAs

Plan Setup

Scoring Calculation

Scenario B — Low Performer: PIP Auto-Trigger

Scenario C — Bell Curve Visualization

FY2026 Annual Review — Grade Distribution (102 employees)

Scenario D — Performance Trend (Last 5 Cycles)

Integration Map

SignalR — PermNotificationHub

Caching Strategy

Security & Compliance

Multi-Tenancy

ESS Isolation

Idempotency

Sensitive Data

Implementation Phases