Performance Management — Process Flowcharts

Business process flows for each PM module: prerequisites, minimal paths, optional features, and cross-module integration points. Designed for HR implementation and product review teams.

Node Types:
Start / End
Process Step
Decision / Optional
System Auto-Action
Integration Point
Data Input
Output / Result

⚠ Master Setup Required Before Use

Appraisal Types KRA Categories KRAs (Key Result Areas) Measures per KRA Rating Scales Bell Curve Config PERM Config (ScoreVisibility, etc.)
START
Appraisal Plan Setup
Create Appraisal Plan
Name · Link Appraisal Type · Assign Rating Scale · Set evaluation period description
Add KRAs to Plan
Select KRAs from master · Assign weight per KRA · Weights must total 100% · Add Measures per KRA (quantitative targets or qualitative descriptors)
Cycle Creation
Create Appraisal Cycle
Reference the Appraisal Plan · Set start date and end date · Define evaluation window (manager rating period)
Appraisal Generation
✦ Optional
Self-Assessment Enabled in Plan?
YESSystem creates TAPPRAISALEVAL records with EvaluatorType = 'SELF' for each employee · Employees receive pending task notification
SKIPOnly manager-evaluation records created · Proceed to Manager Evaluation phase
Employee Completes Self-Assessment (ESS)
Employee rates own KRAs / Measures · ESS portal: GET /ESS/GetMyPendingTasks surfaces self-eval bucket · Employee submits when complete
Manager Evaluation
Manager Opens and Rates Appraisal
Rates each KRA against each Measure · Selects score from Rating Scale · Can view employee's self-assessment alongside (if enabled)
▶ System Auto
Calculate Weighted Score
FinalScore = Σ (KRA weight × KRA score) ÷ 100 · Score stored in TAPPRAISAL.CalculatedScore
Bell Curve Normalization
✦ Optional
Bell Curve Configured for This Cycle?
YESHR uses Bell Curve screen · Groups employees by calculated score into distribution bands · Adjusts final scores to fit configured percentile targets · Saves normalized scores
SKIPCalculated scores used as-is · No normalization applied
Finalization
HR Finalizes the Appraisal Cycle
Triggers FinalizeAppraisal cascade · All TAPPRAISAL records locked · FinalScore stamped · Status set to Finalized · No further edits permitted
✦ Optional (MPERMCONFIG setting)
Score Visibility Enabled on Finalize?
YESEmployee can view: overall final score · KRA-level breakdown · Side-by-side self vs. manager score comparison table
NOEmployee sees only acknowledgement prompt — score details not disclosed
Employee Acknowledges Appraisal
ESS pending tasks bucket: Acknowledgements · PUT /Appraisal/AcknowledgeAppraisal sets TAPPRAISAL.IsAcknowledged = 1
Appeal Workflow
✦ Optional
Employee Submits Appeal?
YESEmployee files TAPPRAISALAPPEAL: specifies KRA, reason, evidence · Status: Pending → UnderReview → Resolved or Withdrawn
SKIPNo appeal · Proceed to PIP check
HR Reviews Appeal
HR moves appeal to UnderReview · Reviews evidence · Records HRResponse · Resolves or rejects · Employee notified of outcome
Performance Improvement Plan
✦ Optional
PIP Required? (Low Score or Manager Flag)
YESCreate PIP record: define improvement targets per KRA, set review dates, assign HR owner · Employee and manager notified · Periodic check-ins tracked
SKIPNo PIP required · Appraisal cycle fully closed
▷ Integration
Cross-Module Outputs
CMGM: KRA scores feed TEMPLOYEECOMPETENCYPROFILE gap calculation · OKR: Appraisal cycle period aligns with OKR cycle close · TNA: PIP triggers Training Need · Trend: cycle-over-cycle score delta available in PERM Trend reports
END / NEXT CYCLE
▮ Minimal Path (Fastest Go-Live)
  • Define at least one Appraisal Type, one KRA, one Rating Scale
  • Create Appraisal Plan with KRAs and weights
  • Create Appraisal Cycle referencing the plan
  • Manager rates KRAs for each employee
  • HR finalizes the cycle
  • Employee acknowledges

✓ Self-assessment, bell curve, score visibility, appeals, and PIP are all optional.

◆ Advanced Options
  • Self-assessment (EvaluatorType=SELF) with side-by-side comparison
  • Quantitative Measures with target values and actual input
  • Bell Curve normalization with configurable distribution bands
  • Configurable score visibility per MPERMCONFIG settings
  • 4-state appeal workflow (Pending → UnderReview → Resolved / Withdrawn)
  • Performance Improvement Plans with periodic review cadence
  • Trend reports: score delta across multiple appraisal cycles
▷ Integration Points
  • → CMGM: KRA scores generate competency profile and gap analysis
  • → OKR: OKR completion % optionally weighted into appraisal score
  • → FBCK: Feedback history visible in appraisal review context
  • → TNA / Training: PIP outcome triggers training need
  • → ESS Portal: self-assessment, acknowledgement, pending tasks

⚠ Master Setup Required Before Use

BSC Perspectives Objective Categories OKR Cycle (at least one active)
START
Cycle Setup
Create OKR Cycle
Name (e.g. Q3 2026) · Start Date · End Date · Lock Date (after which check-ins are blocked) · Status: Active
Objective Cascade
✦ Optional
Start with Org-Level Objectives?
YES — CascadeLeadership creates Org-tier Objectives · Assign BSC Perspective (Financial / Customer / Internal Process / Learning & Growth) · Team Objectives align to Org Objectives · Personal Objectives align to Team Objectives
SKIP — DirectTeams or individuals create Objectives independently without org-level parent alignment
Create Objective
Title · Description · Owner (employee or team) · Tier: Org / Team / Personal · BSC Perspective · Cycle reference · Optional: align to parent objective (sets cascade chain)
Goal (Key Result) Creation
Create Goals (Key Results) under Objective
Each objective has 1–5 goals · Assign weight per goal within the objective
◆ Decision
Goal Metric Type?
QuantitativeSet Start Value, Target Value, Unit of Measure (%, count, revenue, etc.) · Progress % auto-calculated from check-in current values
QualitativeText-based descriptor · Progress % manually entered at each check-in
Check-in Loop (Repeating)
◆ Decision
Check-in Trigger
System ReminderAuto-reminder notification based on cycle cadence · Surfaces in ESS My OKRs pending check-ins list
ManualOwner initiates check-in at any point during the active cycle window
Submit Check-in
Current value (or progress % for qualitative) · Confidence level: High / Medium / Low · Notes / update text · Date auto-stamped
▶ System Auto — IMMUTABLE LOG
INSERT into MGOALTRACK
Every check-in is a new INSERT-ONLY record · No UPDATE or DELETE ever performed · Full audit trail preserved · Progress % = (Current − Start) ÷ (Target − Start) × 100 · Delta from previous check-in calculated and stored
Check-in loop repeats throughout the cycle. Each check-in creates a new MGOALTRACK row.
Cycle Close
HR Closes OKR Cycle
Cycle lock date reached or manually closed · All further check-ins blocked (status: Locked) · Final progress % snapshots taken from last MGOALTRACK entry per goal
▶ System Auto
Calculate Objective & Cycle Scores
Objective score = Σ (Goal weight × Goal final progress%) ÷ 100 · Cycle aggregate = roll-up across all owned objectives · OKRTrendBLL generates cycle-over-cycle delta chart data (x = cycle, y = score%)
▷ Integration
Cross-Module Outputs
PERM: OKR cycle score optionally fed into appraisal weighted score if configured · ESS My OKRs: personal objective scores visible to employee · Dashboard: org-level cascade completion bars per tier (Org / Team / Personal)
END / NEXT CYCLE
▮ Minimal Path
  • Create one OKR Cycle (start, end dates)
  • Create one Personal Objective (no parent alignment required)
  • Add 1–3 Goals with quantitative targets
  • Submit check-ins during cycle
  • Close cycle — scores auto-calculated

✓ BSC cascade, confidence levels, and PERM integration are optional.

◆ Advanced Options
  • Full Org → Team → Personal cascade with BSC perspectives
  • Quantitative goals with auto progress % from current value input
  • Confidence tracking (High / Medium / Low) per check-in
  • MGOALTRACK immutable log — complete check-in history for audit
  • Cycle-over-cycle trend analytics (OKRTrendBLL)
  • ESS My OKRs: employee self-service view of all owned objectives and goals
  • OKR Dashboard: cascade completion by tier, top objectives by score
▷ Integration Points
  • → PERM: OKR cycle score fed into appraisal weighting (configurable)
  • → ESS Portal: My OKRs view — pending check-ins, overdue goals
  • → Dashboard: org-level cascade progress visible to leadership

⚠ Master Setup Required Before Use

Feedback Templates Template Questions Recognition Categories Memo Templates (for formal memos)
START
Interaction Type Selection
◆ Decision — Choose Interaction Type
What feedback interaction is being initiated?
Feedback RequestStructured request sent to specific respondents — main flow below
Pulse SurveyHR broadcasts survey to org segment · Aggregated responses · Anonymous option
RecognitionPeer-to-peer kudos or appreciation card posted to recognition wall
1:1 NoteManager-employee structured conversation note with agenda and action items
Formal MemoHR-authored official communication: draft → issue → employee acknowledgement
Primary flow: Feedback Request. See Callouts for other interaction paths.
Feedback Request — Setup
Create Feedback Request
Requester selects subject employee (or self) · Selects feedback template (predefined question set) or creates ad-hoc questions · Sets response deadline · Chooses anonymity setting
Select Respondents
Choose individual employees as respondents · Optionally specify relationship type (Peer / Manager / Direct Report / Skip-level)
▶ System Auto — SignalR Push
Send Notifications to Respondents
FeedbackHub broadcasts real-time notification to each respondent · In-app alert + email notification · MFEEDBACKREQUEST records created (one per respondent)
Response Collection
Respondent Completes Feedback
Opens pending request from notification or dashboard · Answers each question: Star rating / Numeric scale / Free text / Multiple choice · Submits response
▶ System Auto
Aggregate Responses
Per-question average ratings calculated · Text responses collected · Completion rate tracked (responses received ÷ respondents invited) · Responses anonymised if configured
Review & Discussion
Requester Views Aggregated Results
Sees per-question avg scores · All free-text responses (masked if anonymous) · Completion rate · Individual breakdown (if non-anonymous)
✦ Optional
Start Response Thread?
YESOpen MFEEDBACKTHREAD discussion · Requester and respondents exchange follow-up messages in threaded format · SignalR push on each new message
SKIPFeedback record closed as complete · No follow-up discussion
Other Interaction Paths
Recognition: Post to Wall
Giver selects recipient · Chooses recognition category (Innovation / Teamwork / Leadership / etc.) · Writes appreciation message · Optional: assign badge or points · MRECOGNITION record created · SignalR push notifies recipient · Visible to team/org on Recognition Wall
1:1 Note: Manager-Employee Session
Create note linked to employee + manager + date · Add agenda items (discussion topics) · Add action items with assignee, due date, status · Track action item completion over time · Searchable history per employee
Formal Memo: HR Authoring & Issuance
HR creates MHRMEMODRAFT · Selects memo template or writes free-form · Reviews draft internally · Issues memo: MMEMOISSUED record created · Employee receives notification · Employee acknowledges receipt (acknowledgement timestamped) · Memo becomes permanent record
▷ Integration
Feedback History in Appraisal
PERM: all feedback received during the appraisal period surfaces in manager's appraisal review context · Provides qualitative evidence alongside KRA scores
END
▮ Minimal Path
  • Create at least one Feedback Template with questions
  • Create a Feedback Request, select respondents
  • Respondents submit responses
  • View aggregated results

✓ Pulse surveys, recognition, 1:1 notes, memos, and discussion threads are all independent optional features.

◆ Advanced Options
  • Anonymised responses with configurable anonymity toggle per request
  • Response threads (MFEEDBACKTHREAD) for post-feedback discussion
  • Pulse surveys with org/team audience targeting and completion tracking
  • Recognition wall with category badges and points system
  • 1:1 notes with action item tracking and session history
  • Formal memos: draft → issue → acknowledge lifecycle
  • Real-time SignalR FeedbackHub push for all notification types
▷ Integration Points
  • → PERM: feedback history surfaced in appraisal review context
  • → ESS Portal: employee sees pending feedback requests and recognition received
  • → SignalR FeedbackHub: real-time push for feedback, recognition, and thread messages

⚠ Master Setup Required Before Use

Competency Framework Skill Categories Skill Catalog (MSKILL) Behavioral Anchors per Skill Level KRA-Skill Mappings
START
Framework & Skill Catalog Setup
Define Competency Framework
Create Framework record · Link to applicable Appraisal Plans (via CompetencyKRAMap) · Framework scopes which KRAs and skills are assessed together
Build Skill Catalog
Create MSKILL records: Code · Name · Category · MaxLevels (1–5) · For each skill add Behavioral Anchors: one anchor text per level (L1 = Novice descriptor, L5 = Expert descriptor) · Anchors guide assessors to assign consistent proficiency levels
KRA → Skill Mapping
Map Skills to KRAs (CompetencyKRAMap)
For each KRA: link one or more skills · Set ExpectedLevel (required proficiency) · Flag IsMandatory (mandatory gap = critical severity; optional gap = medium) · This map drives gap calculation after appraisal finalization
Career Path Configuration
✦ Optional
Configure Career Paths?
YESCreate CareerPath: CurrentRole → TargetRole · TypicalMonths · Link to Framework · Add CareerPathRequirements: SkillId, MinLevel, IsMandatory · Employees can view gap against target role requirements
SKIPRole-agnostic gap analysis only · No career progression path visualization
Competency Profile Generation
▶ System Auto (triggered after PERM finalize)
Generate Employee Competency Profile
CompetencyProfileBLL reads TAPPRAISALEVAL KRA scores for the finalized cycle · Cross-references CompetencyKRAMap expected levels · Derives current proficiency per skill from KRA performance · Inserts/updates TEMPLOYEECOMPETENCYPROFILE (one record per employee per framework per cycle; all derived skill levels and gaps stored in SkillGapsJson column)
Gap Analysis
View Gap Analysis Matrix
Required level (from CompetencyKRAMap) vs. Actual level (from TEMPLOYEECOMPETENCYPROFILE.SkillGapsJson) · Gap = Required − Actual
◆ Gap Severity Classification
How significant is the gap for each skill?
CriticalMandatory skill, gap ≥ 2 levels — immediate action required
HighMandatory skill, gap = 1 level — plan required this cycle
MediumOptional skill, gap = 1 level — plan recommended
MetActual = Required — no action needed
ExceedsActual > Required — recognize and consider for mentorship / career path
Skill Development Plans
Create Skill Development Plan (per gap)
Employee + Skill + CurrentLevel + TargetLevel · Priority (High / Medium / Low) · Development Method (Training / Coaching / Self-Study / Mentoring / On-the-Job) · Target Completion Date · Notes · Track progress and mark complete
Employee Self-Assessment
✦ Optional (ESS)
Employee Self-Rate Toggle Enabled?
YESEmployee rates own proficiency per skill via ESS · Self-assessed levels stored separately from manager-derived profile · Gap matrix re-calculated with self-assessed values · Employee submits self-assessment for record
SKIPManager-derived profile only · No self-assessment input
Outputs: Gap Heat Map & Career Readiness
Team/dept heat map: skills × employees colour-coded by gap severity · Career path readiness: % of CareerPathRequirements met for target role · Dev plan completion tracking over review cycles
▷ Integration
Cross-Module Outputs
PERM: competency profile visible alongside KRA scores during appraisal · Training (L&D): Critical/High gaps auto-generate training needs · ESS: employee views own skill profile, dev plans, and career path gap
END / NEXT REVIEW CYCLE
▮ Minimal Path
  • Define a Competency Framework
  • Add skills to catalog with behavioral anchors
  • Map skills to at least one KRA with expected levels
  • Run appraisal cycle (PERM) — profile auto-generated on finalize
  • View gap analysis matrix

✓ Career paths, dev plans, and self-assessment are all optional.

◆ Advanced Options
  • Behavioral anchors per skill level for consistent assessor guidance
  • 5-level gap severity classification (Critical / High / Medium / Met / Exceeds)
  • Career path requirements: visualize gap against target role
  • Skill Development Plans with method, priority, and target date
  • Employee self-rate: independent self-assessed profile stored alongside manager profile
  • Team/dept heat map for HR workforce planning
  • Auto-generate training needs from Critical and High gaps
▷ Integration Points
  • → PERM: profile generated automatically from appraisal KRA scores on finalize
  • → Training / L&D: Critical/High gaps auto-trigger training needs
  • → ESS: employee self-service skill profile, dev plans, and career path view