Performance reviews, on the same platform where your team learns

Performance review software has to adapt to a process that every company runs its own way: who reviews whom, in which stages, on what schedule and with what weight in the result. When that is handled in forms and spreadsheets, the 360-degree review becomes hard to coordinate, goals go unvalidated and the final result doesn't connect to the bonus.

Clikma is first and foremost a learning platform, where performance reviews sit alongside training: the cycle is configured in stages, supports 90°, 180° and 360° reviews, handles goals with KPIs and weighting, calibrates against a target distribution and delivers a weighted result. It builds on job profiles and their competencies, and it integrates with the company's HR system.

Review cycle

• Performance cycles with configurable stages

  Self-assessment, downward, upward and peer reviews, potential, feedback and follow-up: you choose the stages of each cycle and put them on a schedule.

• 90°, 180° and 360° reviews

  Review from the manager only, add the self-assessment or bring in peers and direct reports, depending on the scope each process defines.

• Mid-cycle conversation

  A mid-year stage within the cycle, so that manager and employee can go over how the period is going before the final review.

Goals, calibration and results

• Goals with KPIs, weighting and approval

  Each goal has its KPI and its weight, and goes through validation. You can set a minimum and a maximum number of goals and carry them over from the previous period.

• Calibration and distribution curve

  You define the target distribution by range, stage and profile, and results are normalized against it.

• Weighted result tied to the bonus table

  Goals, competencies, indicators, potential and feedback each count toward the result with their own weight, and a table sets the bonus percentage for each score range.

• Individual performance report in PDF Differentiator

  A report per person that compares their two most recent reviews, to show how they changed from one cycle to the next.

Job profiles and development

• Job profiles

  Mission, duties, competencies (core, functional and technical), goals, bands and scales for each job role, with upload from Excel.

• Competency-based review and potential assessment

  Each person is reviewed on the competencies defined in their job profile, and the cycle can include an assessment of their potential.

• Strengths, opportunities and development actions

  The performance form records each person's strengths, opportunities for improvement and development actions, and they can be downloaded.