Dashboard
The performance dashboard answers the questions HR is asked in the management meeting. How far has the appraisal got. Who has not been measured. Who is late. How are the scores spread. Nothing on it is typed in: every figure is read from the appraisals as they stand.
What it is for
This is the only screen in the module that is read and never written. It holds nothing of its own, saves nothing and deletes nothing. Every card is a question asked of the appraisals that exist right now.
Who can see what is fixed and is not a setting. You see yourself and the people below you. HR sees the whole population. The three company wide cards, the overall progress, the spread of scores and the spread of rating bands, are open to everyone, because they name nobody.
A round still in Draft is left out of the cycle list deliberately. A half built cycle has nothing worth reporting, and showing it invites questions about numbers that are not real yet.
What "measured" means
A card that reads measured 2 of 5 is counting goal lines with an achievement recorded against them. Two of this man's five objectives have an actual figure. That is all it means.
It does not mean the appraisal form has been filled in, it does not mean anybody has scored him, and a man whose manager has written comments on all five lines but recorded no figures is still measured 0 of 5. This is the single most misread number on the board, so say it plainly when training HR.
What "overdue" means, and who it never counts
Overdue has two senses on the board and both are narrow.
On the coverage cards, an evaluator seat is overdue when it has not been submitted and its own end date has passed. On the employee list, a man is overdue when he has no final score and the last half of the round has already ended.
Three cases are never counted as overdue. A step that has been completed, whatever date it was completed on. A man who joined in the middle of the period, for a half that ended before he arrived. And the last step of the chain, which has nobody to pass to.
The mid period joiner rule touches the overdue count only. He is still in the headcounts, still in the coverage, still somebody HR has to look at. He is simply not late.
What is on the board
Choosing what you are looking at
| Field | What it means | What to put in it | Notes |
|---|---|---|---|
| Cycle | The appraisal round the board is reporting on | CYC-FY26 | Rounds still in Draft are not listed |
| Period | One half, or the whole round | January to June 2026 | |
| Employee | One person, to look at his appraisal in detail | 10427 | You can open yourself and anybody below you. HR can open anybody |
The cards
| Card | What it answers | How it is counted |
|---|---|---|
| Progress | How far the round has got overall | Across the whole population of the round. Open to everyone, because it names nobody |
| Coverage | Who holds a goal sheet for this half and who does not | Against the frozen membership of the round, half by half |
| Measured | How many objectives have an achievement recorded | Goal lines with an actual figure entered, shown as a count out of the total |
| Score distribution | How the settled scores are spread | Across the round. Open to everyone |
| Rating band distribution | How many people fall into each band of the increment matrix | Not yet measured is its own band and is never folded into the bottom one. A man with no score is not a poor performer |
| Overdue | Who is late | As set out above. Completed steps, mid period joiners and the last step of the chain are never counted |
| Review queue | What HR has to chase, with the reason on each line | One line per case, with the reason in words and how long it has been open, counted from the start of the period |
| Trend | How a person's scores have moved over time | Deliberately not limited to the round you are looking at, because a trend of one point is not a trend |
The review queue reasons are worth learning, because each one points at a different fix: no sheet issued for this period, the goal sheet is still in draft, the sheet has no scored objectives, the targets were agreed but nothing has been measured, and a count of objectives with no actual figure. A finished sheet is never a queue item.
How to configure it
- There is nothing to set up on the board itself. What it reports is decided by the Evaluation Cycle and the appraisals under it.
- Make sure the round has been activated and its sheets generated, otherwise the coverage cards have nothing to count.
- Check that the users who need the board have been given the cards. A card nobody has been granted does not appear at all, which looks like a fault and is a rights question.
- When training HR, go through what measured and overdue actually count. Both are narrower than people assume.
Scenarios
"The board says 60 percent measured and the managers say they have finished"
They have probably filled in comments and scores without recording the achievement figures. Measured counts objectives with an actual figure. Open the review queue and it will say, per person, that the targets were agreed and nothing has been measured.
"Our new joiners are showing as late and they only started in September"
They are not, for a half that ended before they arrived. If somebody genuinely shows as overdue, check whether the half in question ended after his joining date. He stays in the headcounts either way, because he is still somebody HR has to track.
"A quarter of the company looks like poor performers"
Look again at the rating band card. Not yet measured is its own band. People with no score sit there, not at the bottom of the ladder.
"A manager can see numbers he should not"
He cannot. He sees himself and his own people. The three company wide cards show no names, and that is the only thing he sees beyond his own line.
"The round is not in the list"
It is still in Draft. Activate it, or finish setting it up.
What it is connected to
- Evaluation Cycle decides what the board can report on, and a draft round is excluded.
- Employee Goal is where every figure on the board comes from, including the achievements the measured cards count.
- Performance Target Entity is the population, and its Run Coverage tab is the detailed version of the coverage cards.
- Evaluation Increment Matrix supplies the bands the rating distribution is grouped into.
- Calibration is where a score the board exposes as out of line gets dealt with.
If something looks wrong
- "The board is empty" - either the round is still in Draft, or no sheets have been generated for the half you have chosen.
- "A card is missing altogether" - that card has not been granted to the user's role. It is a rights question, not a performance one.
- "Measured is low and we think the appraisals are done" - measured counts achievements recorded, not forms filled. Check the review queue.
- "Somebody is counted as overdue and should not be" - the three exclusions are a completed step, a mid period joiner for a half that ended before he arrived, and the last step of the chain. Anything else that is late, is late.
- "The scores look inverted on one measure" - check which side the stretch target sits on. For a measure where less is better, the stretch is below the target, and the achievement is read that way round.
- "The trend shows scores from another round" - it is meant to. A trend limited to the round you are looking at would only ever show one point.