Key Features

• In this sub-module employers have the ability to control what is considered achieved and what is below the standard performance level in terms of ratings. Here the Threshold Information requiring basic details such as the Name, Start/End Date, Ratings and the Organisational Unit can be added and submitted.

Key Features

• Are broadly defined objectives that organizations must achieve to make their strategy a success. To setup your Strategic Objectives click on “Add New Objective”. These can then be linked to your Key Focus Areas.

Key Features

• Here is where organisations can set up their own preferred rating system, which they wish to apply to their scorecards. iStratgo comes with a standard 1-5 rating in 5 being accomplished and 1 lacking.

Key Features

• Organisations can setup dates that performance appraisal processes will take place in advance or edit by extending the end date.

Key Features

• The iStratgo dashboard provides you with graphs representing the monthly scores, a scores comparison, 360-Degree self-evaluation, pending tasks, training and incentives received. All in one setting.

Key Features

• This allows the managing of incentives in regards to the employees. This sub-module makes the entire process quicker and creates a sense of ease. It assists in issues like reduced employee retention rates, low worker productivity, negative attitudes, absenteeism and increasing turnover.

Key Features

• Gives access to view and appeal scores that have previously been declined.

Key Features

• This gives managers or reporting line managers access to moderate the old scores. However, if no moderations are to be made the score remains as is.

Key Features

• This sub-module allows the individual to view a comparison between their rating and salary and see if there is any correlation. A specific report can be retrieved by selecting the specific org unit, salary type and relevant dates.

Key Features

• An incentive report allows you to get an overview of the individuals that have been receiving incentives and how often this should single out those with potential and those more deserving of promotions. These reports will then serve as a reason why.

Key Features

• The measures are setup with the consideration of the competencies in mind and in regards to how the organisation functions and what it finds most relevant.

Key Features

• Allows you to select the relevant area, value, date and type or evaluation whether it be internal or external. As well as select the specific evaluation recipients.

Key Features

• Contains the necessary evaluation details, a save for later option and overall comment section. Once complete assessing the evaluation simply click on submit evaluation.