Reviews, goals, and development plans in one loop
Run review templates and cycles, capture self-serve and manager feedback, attach development plans with objectives and actions, and read trends—from rating distribution to skills and turnover-risk signals. Employee goals, milestones, check-ins, and OKRs live alongside in the Employee service, so managers see intent, execution, and evaluation in one place instead of reconciling three spreadsheets after the fact.
Cycles and templates that match your process
Design review templates with sections and question types that mirror how your organisation actually evaluates people—not a generic form bolted on at year-end. Spin up cycles for a population, move participants through clear statuses, and keep an audit trail of submissions, revisions, and acknowledgements so disputes reference facts, not memory.
- Template builder with structured sections
- Active cycle management with participant visibility
- Review status, comments, and history
- Development plans linked to review outcomes
Continuous feedback, not just the annual form
Request feedback from peers and managers when it matters, send reminders so nothing stalls in silence, and collect structured responses tied to review or goal context. A visible queue of what you owe and what others owe you reduces recency bias and makes year-end conversations less surprising.
- Feedback requests and automated reminders
- Responses tied to review or goal context
- Queues for feedback to give and receive
Goals and OKRs (Employee service)
Employees set goals with milestones, metrics, check-ins, and comments; align goals to parents and children so line of sight is explicit; run OKRs with key results when that is how your teams execute. That execution data feeds reviews naturally instead of being retyped from side documents.
- Goals with milestones, metrics, and check-ins
- OKRs and key results where you use them
- Alignment across levels via parent/child goals
Analytics leaders actually open
Trends, rating distribution, skill-development views, and turnover-risk analytics help HR and leaders intervene while there is still room to coach—not only when attrition shows up in the business review. Export thinking: what would you want to see before a calibration or board conversation?
- Performance trends and rating distribution
- Skills development signals from review data
- Turnover-risk analytics aligned to people signals
Coaching resources
Surface coaching content employees can bookmark; tie saved materials to development-plan objectives and actions so growth conversations reference the same artefacts quarter to quarter. It is not a replacement for managers—but it gives them shared language and resources.
- Curated coaching content employees can save
- Links from plans to relevant materials
- Consistency across managers and teams
FAQ
Common questions
- Where do goals live versus reviews?
- Goals, OKRs, milestones, and check-ins are modelled in the Employee service; formal review cycles, templates, development plans, and review-specific feedback live in Performance. Together they give managers one story from intent to evaluation without duplicate entry.
- Does ClaveHR replace our core HRIS?
- Many teams use ClaveHR for performance, engagement, and recruiting workflows while syncing core employee data from an HRIS. Whether ClaveHR is system of record or a best-of-breed layer depends on identifiers, events, and compliance—something we map during implementation.
- How do calibration sessions work with the data?
- Leaders should enter calibration with evidence packets—ratings, feedback themes, goals—not hunches alone. Analytics on distribution and outliers help HR facilitate fair conversations; what you configure in templates and cycles determines how much structure you get out of the box.
- Can we run 360 or peer feedback?
- You can request structured feedback from peers and managers and tie responses to review context. Exact naming (360 vs continuous feedback) depends on how you configure templates and cycles; the platform supports multi-source input when your process calls for it.
- What integrations matter for performance data?
- Common patterns include HRIS for org and job data, calendars for review meetings, and document flows for letters or acknowledgements. API boundaries are documented in API.md—talk to us about your IdP and downstream systems.