Currently, the "Exclude from Performance Review" setting on competencies is a global toggle, meaning any change dynamically affects all open reviews. This makes it impossible to run concurrent reviews where different competency groups apply to different cohorts (e.g. managers vs. staff).

Requested Enhancement:

We have implemented the Performance Review Round concept - where HR administers the performance reviews once annually.  In this process, we want each stage of the performance review workflow to have a fixed due date for all employees.

Introduce the ability to perform competency assessments by group. This is a feature that many clients are requesting.

KPIs are currently on an employee profile forever unless deleted. We need the ability to move employee's between roles and the KPIs from the previous role can be made 'inactive' but kept for record/audit review.

When a user is setting Goals for a new Performance cycle, the Goals from the previous years are displayed if they are not 'closed'. The HR team would prefer the Goal setting to be excluded/separated from previous years' Goals. They want to have a clear setting of Goals each year.

The mobile app is not of much use to us currently, but would be extremely useful if employees and managers could access goals, check-ins, and other components of the performance module. We are a consulting firm and many clients block almost all external sites for devices on their network, so employees having access to their Career Development data from a mobile app would be great!

Adding a filter to sort data by financial years. This outcome will assist users to read data more clearly rather than data sitting in the system, looking busy and very hard to read. Data can be selected to compare and create a report of the current financial year period and the past.

Comment and measure of success field should appear the same way in loggable format

In a closed performance form the comments are not visible, only HR can access them via site contents.

When the manager submits a performance management form, there should be a message about the closure. Employees do not know when does the manager finalize the performance form