In the Admin Panel, go to Talent & Performance > Performance from the left menu and click the Start button under the Start Performance Management card.
STEP 1 - CONTENT
Type the information you want in the Template name and Description fields. For example: Like "2025 Performance Process"
You can create multiple performance templates for the same year.
In the target audience selection field, select the area you want to be included in the Performance group. More than one department or more than one group can be selected. All employees option can also be used into implementation.
STEP 2 - PERIOD AND GOAL SETTINGS
In the Target Period field, you can select the performance period as Monthly, Quarterly, Quarterly, 6 Monthly or Annually. You can arrange the dates of the periods according to your usage.
This area is offered to your use with the naming you want so that you can better manage your target actions.
When you scroll down within the same step, you can select the main company goals and their owners that you want to use in the performance process.
In the same step, you can use the Goal Entry Mode to define when the performance process will begin for employees.
If you select the Gradual Goal Entry option, the process starts based on the organizational chart. In this case, an employee cannot enter their goals until their manager has done so.
If you choose the Simultaneously for All Employees, performance begins simultaneously for everyone, regardless of the organizational hierarchy or whether the manager has entered goals.
Within the Goal Settings, you can define the maximum number of goals an employee can enter.
If you do not wish to set a limit, you can leave this field blank.
In the Action Type Settings, you can select the types of goals that employees are allowed to enter, define the minimum and maximum score ratios, and enable the initial value option.
These action types can be project, percentage, numeric, currency, or date. Employees can create goals using the types you select.
When the Decreasing Value option is enabled, employees are allowed to enter goals where a lower result indicates better performance. For example, if the goal is to keep the turnover rate below 5%, the lower the percentage, the more successful the result is considered. After selecting Decreasing Value as the action type, employees can also choose numeric or percentage formats.
The Minimum and Maximum Score Ratio fields define the scoring boundaries employees can reach as they progress toward their goals. These ratios determine how the company evaluates performance scores. Any changes made here will apply to all employees using the related performance template.
For instance, if an employee has a sales target of 10 but achieves 20, and the maximum score ratio is set to 100, the final score will still be capped at 100%, even though the actual performance is 200%.
The Enable Start Value option allows you to define a starting point when creating a goal. For example, if the goal is to keep production costs at 40% and the current rate is 50%, the employee can enter 50% as the initial value.
STEP 3 - SCORING SETTINGS
Another important field is the Score Calculation Type. There are three different options available in this section.
The first option, Action Target / Realized Values, allows the system to automatically generate a score based on how much of the target the employee has achieved. For example, if the goal is to complete 10 sales and the employee completes 8, the system automatically assigns a score of 80. This score is then weighted according to the importance of the goal. This method ensures that goals are evaluated clearly and measurably.
Employees can also create project-based goals. For example, if working with an advertising agency is defined as a goal, it is either completed or not.
However, in such cases, it may be difficult to make a clear measurement, as a quantifiable metric may not support the goal. Therefore, evaluating whether the goal has been achieved often requires input from the manager.
To perform this evaluation, the manager can select from a set of predefined criteria. For instance, if the manager selects "Meets Expectations", the system may assign a corresponding score, such as 60 points.
When the second option, Tailor-Made Evaluation Options, is selected, the scoring is not based on the achievement rate of the goal—whether it's numeric, percentage-based, or project-based. Instead, the manager selects one of the predefined evaluation criteria listed below to assign a score.
The labels and corresponding scores of these criteria can be customized. You can add new options or remove existing ones as needed.
When the third option, KPI Value List, is selected, the score an employee receives based on their goal achievement is determined by the KPI value table you have defined for each goal. This table is uploaded into the system, and the scores are calculated accordingly. The employee's goal scores are then weighted based on goal importance, resulting in their overall performance score.
In this step, you can also define the Score Components. This allows you to specify which performance areas will contribute to the final score and at what weights.
If you want the final performance score to be based solely on goals, you can set the goal component to 100%.
STEP 4 - PUBLISH
You can view the general information for the performance template you’ve created in the final step. Once you’ve completed all adjustments, you can click the Save button to save the template.
By clicking the Save button, your selection will be saved, and you will be able to view the employees to whom the performance process will be assigned.
Selecting Start Now will immediately launch the performance process.
Alternatively, you can leave this page and return later to edit and assign the performance template at your convenience.
Performance templates that haven’t been assigned to employees can be edited under the Actions button.
To start the process with the selected owners, you can use the Assign to Employee button.
Once performance goals are assigned to employees, no edits can be made on the template. For necessary changes, use the performance process settings, score components, and evaluation & score calculation steps.
Check out the How to Import Goals from Excel in Performance? article.