Evaluation is not a once-a-year HR event: it happens as often, and as simply, as the operation requires. On one sheet or seventy-five, monthly or twice a year — from the same system.
Today five units, one sheet. Tomorrow a thousand people, monthly. The same system.
The same system, in the cloud or on your own servers — still small today, multiple sites tomorrow
The question isn't what the system can do. It's how much work it takes off HR's and managers' shoulders.
You build it
You decide what you want to see regularly: competencies, goals, a checklist, a metric. That becomes the evaluation sheet — a different one per role if needed.
You assign it
To whom, who evaluates, by when. Self, manager, subordinate, peer — whichever you need, and only those.
They fill it in
On one screen, no training needed. Meanwhile you see who has submitted and who hasn't.
The result comes in
On a common scale, weighted, comparable. Not a pile of PDFs.
You see where to step in
Competency heatmap, development plan — and on an outlying result the manager is notified automatically.
You measure again
The same sheet, later. Both rounds side by side.
Six steps, one system. Not an annual event.
Real onePerformance reports: where the review cycle stands, and what to do with the result.
Who is it stuck with, and how is the campaign going?
Where is the biggest development need?
Real system screens · customer and personal data redacted
An objective, consistent yardstick — you see who needs what.
Customizable appraisal forms with competencies, scales. Annual, semi-annual or project evaluation.
Manager, self and subordinate evaluation — turned on with a few clicks. More perspectives, a sharper picture that's harder to skew.
Individual and team goals. Quarterly/annual goal setting, progress tracking, weighting.
Identified development areas, action plans. Connection to the training module.
KPIs, integrating objective metrics. Import from Excel or via API.
Team overview, competency report and results you can compare between cycles — in one view.
An everyday manager's check became a structured evaluation in twenty minutes: five units to evaluate, one sheet, rights for the manager — and off it went.
Self, manager and subordinate — and 75 evaluation sheets, one for every role. The same system, a different depth.
A monthly evaluation cycle for the whole headcount. Not an annual event — a rhythm.
Not small, medium and large customers. The same mechanics, at a different frequency and depth.
The question isn't whether a review happened. It's whether it turned into a management decision.
What managers and HR ask most.
Supports both cloud (SaaS) and on-site (on-site) deployment. Detailed service models are presented on the oneSolution page.
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