Can a manager see the employee's self-rating before submitting their own?

The manager assessment stage is independent — it's rated after the self-assessment is submitted, and the platform surfaces the variance between the two rather than letting one silently anchor the other.

Spark ERP HCM · Performance

Goals, OKRs, and reviews that actually roll up.

Performance connects goals, OKRs, appraisals and continuous feedback into one real cycle — a manager's assessment shows real variance against the employee's own self-assessment, so calibration conversations start from an actual number, not a guess. An OKR's progress rolls up from its real key results, weighted, not typed in by hand.

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What Performance covers

How Performance works

What Performance actually does

Real, shipped capability — not a roadmap slide.

Performance Cycles & Goals

A real review-period master every other screen references, with weighted goals tied to it.

Appraisals & Self/Manager Assessment

A real two-stage rating flow — the manager's assessment shows a live variance against the employee's own self-rating, flagging where perceptions diverge.

360 Feedback

Multi-source feedback — self, manager, peers, direct reports, customers — with a real anonymity threshold protecting individual reviewers.

OKRs

A real objective/key-result tree with weighted progress roll-up and protection against circular alignment.

PIPs

Formal performance improvement plans with milestones and scheduled review checkpoints.

Continuous Feedback

Give, request, or recognize a colleague at any time — not locked to a formal review cycle.

See Performance in Action

Product screenshots are being finalized as Performance nears general availability — the frames below stand in for them.

Performance — Goals & OKRs · Illustrative screen, not a real screenshot

Performance — Appraisal Variance · Illustrative screen, not a real screenshot

Performance — 360 Feedback · Illustrative screen, not a real screenshot

How it works

A goal set at the start of a cycle feeds a self-assessment, which a manager independently rates — the platform shows the gap between the two automatically, not just a final number.

The employee lifecycle, and the HCM modules behind each stage

Foundation across every stage

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Part of one connected HCM

Performance shares the same employee record, workflow engine, and Country Pack framework as every other HCM module — nothing here is a bolt-on.

Recruitment

From requisition to offer, on one real pipeline.

Payroll

One real calculation engine, every country pack feeding it.

Leave & Attendance

Real balances, real risk detection, zero spreadsheets.

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Customer Stories

Customer stories are being collected and will appear here.

No testimonial content is fabricated on this site.

Frequently Asked Questions

Yes — an objective's progress is a real weighted roll-up of its key results, not a number you type in by hand.

See Performance on your own data

Explore Performance Management in a live walkthrough, or start a free trial and try it yourself.

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