Employee Performance Management System Tools

Employee performance management system tools are chosen on how they feel to use. The better question is what they leave behind.

A rating on its own carries almost no weight later. What carries weight is the surrounding record. The specific concern, described in terms of the work rather than the person. The date it was first raised. What support or training was offered. What the employee said in response. What was agreed, and by when. Whether anything changed.

Systems vary widely here. Some capture a score and a paragraph. Others hold a running history that shows a concern being raised, discussed and worked on over months.

The second kind is what you want if a decision is ever questioned, and it is also the kind that helps the employee.

The Fair Work Commission considers what warnings were given. This is general information rather than legal advice, and obligations vary by state and territory.

See Sentrient’s performance improvement plans and records management software.