Project description
We are a growing company, and right now all goals, quarterly tasks and employee evaluations live in a pile of spreadsheets. It has stopped working. No one understands which key results are relevant, check-ins get lost in correspondence, and by the time the evaluation cycle closes, half the data is already outdated. We need a proper tool that will bring OKRs, check-ins and evaluation cycles into one place, so that a manager and employee open the same screen and see the same picture.
The foundation of the system is goal management with cascading. Company goals are set from the top, then broken down into team goals and individual key results, and each level is linked to its parent, so you can see how one person's work contributes to the overall company result. Each key result has an owner, a measurable metric, a starting and target value, and a weight. Progress is updated through regular check-ins: the owner records the current number, adds a short comment and sets a confidence signal (on track, at risk, off track). It is important that the history of check-ins is preserved and you can see the trend for the quarter, not just the latest number.
The second half is the evaluation cycle. We conduct periodic reviews with self-assessment, manager assessment and 360 feedback from colleagues. The tool should allow an administrator to open a cycle, specify who evaluates whom, set deadlines and rating scales, send reminders and then close the cycle. Ratings and text reviews should be stored for each employee and period, with clear access rules so people only see what they are entitled to. On top of everything, you need dashboards: goal completion by teams, overdue check-ins, cycle progress and distribution of ratings.
Key requirements:
— cascading OKRs with owners, weights and parent-child relationships;
— check-ins with progress value, comment and confidence status, complete history;
— evaluation cycles: self-assessment, manager assessment and 360, deadlines, reminders, scales;
— role-based access and dashboards for goals, check-ins and ratings.
The foundation of the system is goal management with cascading. Company goals are set from the top, then broken down into team goals and individual key results, and each level is linked to its parent, so you can see how one person's work contributes to the overall company result. Each key result has an owner, a measurable metric, a starting and target value, and a weight. Progress is updated through regular check-ins: the owner records the current number, adds a short comment and sets a confidence signal (on track, at risk, off track). It is important that the history of check-ins is preserved and you can see the trend for the quarter, not just the latest number.
The second half is the evaluation cycle. We conduct periodic reviews with self-assessment, manager assessment and 360 feedback from colleagues. The tool should allow an administrator to open a cycle, specify who evaluates whom, set deadlines and rating scales, send reminders and then close the cycle. Ratings and text reviews should be stored for each employee and period, with clear access rules so people only see what they are entitled to. On top of everything, you need dashboards: goal completion by teams, overdue check-ins, cycle progress and distribution of ratings.
Key requirements:
— cascading OKRs with owners, weights and parent-child relationships;
— check-ins with progress value, comment and confidence status, complete history;
— evaluation cycles: self-assessment, manager assessment and 360, deadlines, reminders, scales;
— role-based access and dashboards for goals, check-ins and ratings.
Web development Cash, Bank transfer
