Evaluation Tracker
An evaluation tracker is the notebook kept during the period. A manager logs what a man achieved in March, what went wrong in April, what he was told in May, and when the appraisal comes round in July there is a record instead of a recollection.
What it is for
The complaint every HR department has about appraisals is that they are written in the last week from whatever the manager remembers, which is usually the last fortnight. This screen is the answer to that complaint.
Each line is one dated note against one person and, where it is relevant, one measure. A note has a type, so achievements can be told apart from problems, and it has a visibility, so a manager can write something for himself without the employee reading it.
Nothing here is scored. The tracker feeds the appraisal conversation, not the arithmetic.
Every field, in plain words
The log
| Field | What it means | What to put in it | Notes |
|---|---|---|---|
| Evaluation Tracker | The log's own reference | Fills itself | |
| Evaluation Period | The half the notes belong to | January to June 2026 | Pick it from the list |
Entries
| Field | What it means | What to put in it | Notes |
|---|---|---|---|
| Line # | Line number | Fills itself | |
| Employee, Name | Who the note is about | 10427, Ahsan Raza | Pick it from the list |
| Evaluation Metric | The measure it relates to | Rejection rate at final inspection | Leave blank for a general note |
| Log Type | What kind of note it is | Achievement | ACH Achievement, something that went well. CHA Challenge, something that went wrong or got in the way. FDB Feedback, something the man was told. MIL Milestone, a step completed on a longer objective |
| Date | When it happened | 14-Mar-2026 | The date of the event, not the date you typed it |
| Visibility | Whether the employee can read it | Public | PUB Public, the employee sees it. PRI Private, only the manager and HR |
| Note | What happened, in a sentence or two | Rejection on the night shift dropped to 1.8 percent after he changed the gauge check | Write it so it still makes sense in July |
How to configure it
- Nothing to configure. Train the managers to use it and check in month three whether they have.
- To log a note, open the screen, pick the half, and add a line: the person, the measure if it relates to one, the type, the date it happened and the note.
- Set the visibility deliberately. Feedback a man has already been given should be Public. A concern not yet raised with him should be Private until it has been.
Scenarios
"At appraisal time nobody can remember what happened in February"
Make a tracker note the standard follow-up to every monthly review meeting. Two lines per person per month is enough to write a defensible appraisal from.
"A manager wants to note a concern before he has spoken to the man"
Private. He writes it now, raises it in the next one to one, and changes it to Public once it has been said. Writing a concern the employee first reads on his appraisal form is what the private setting exists to avoid.
What it is connected to
- Evaluation Metric is what a note can be tied to.
- Evaluation Cycle defines the half a log belongs to.
- Employee Goal is where the appraisal itself is written. The tracker informs it, and is not scored into it.
- Performance Improvement Plan is where a pattern of challenge notes should end up if it is not improving.
If something looks wrong
- "The employee says he never saw a note we wrote" - it was logged as Private. Private notes are not shown to him, by design.
- "The notes are not changing anybody's score" - they are not meant to. The tracker is a record for the conversation. Scores come from the achievements on the goal sheet.