Performance Unit
The units a performance target is counted in - percent, tonnes, days, rupees.
KPI
A named source of figures the system can read by itself, so an achievement does not have to be typed in by hand.
Evaluation Metric
One thing a person can be appraised on, and how it is answered - against a target, or on the one to five ladder.
Evaluation Template
The appraisal form itself - its sections, what each section is worth, and which objectives are set by the company rather than by the employee.
Organisation Goal
The company's own goals for the year, and the share of each one carried by each appraisal population.
Performance Target Entity
Who an appraisal round covers, where each person's appraisal form comes from, and the coverage report that proves nobody was missed.
Evaluation Cycle
The appraisal round itself: its halves, the dates every stage runs between, and the chain of people who score each sheet.
Employee Goal
One person's goal sheet for one half - his objectives, his targets, what he achieved and what it scored.
Evaluation Tracker
A running log of achievements, problems and feedback during the period, so the appraisal is not written from memory.
Calibration
The meeting where scores across teams are compared and moved, with the original score always kept beside the moved one.
Rating Appeal
An employee's formal dispute of his appraisal score, what he is asking for, and what was decided.
Evaluation Increment Matrix
The score bands an appraisal result is read into, and the bonus percentage each band earns.
Performance Payout
The performance bonus run - score to band, band to percentage, percentage to an amount posted to payroll.
Salary Revision
The increment letter run - who gets an increase, how much, and from when.
Performance Improvement Plan
A written plan for somebody who is underperforming - what has to improve, by when, and how it will be measured.
Dashboard
The performance board - who has a sheet, who has been measured, who is late, and how the scores are spread.