The system allows you to create an unlimited number of assessment periods. Periods are created by clicking on the "Start a new stage" button.

UNLOCK Performance can be activated for an unlimited number of interviews and/or adjustments, creating an interim evaluation interview.

UNLOCK Performance is the ability to create assessment periods based on a previously created period by copying the selected period configurations into a new period. It is possible to copy an existing review with all its settings.

In the case of a continuing performance evaluation and the creation of a new phase for the current evaluation, the creation of the new phase automatically generates a new questionnaire based on the questionnaire of the current evaluation, which can be adjusted by the administrator.

In the UNLOCK Performance survey, select Create continuous review.

You will see the window below, if you have already created the commands, click New continuous review, if not, create the commands. If you have not yet created employees, create it first.

To do this, select Employees on the left-hand side, select All employees from the drop-down menu.

Fill in the employee data (the data is first imported from your Excel file by the UNLOCK Tests team). If there is an integration with the client's HRIS system, you do not need to do this step.

Once the employees have been created, in the same Employees section, select Teams.

Next, click Create team.

In the window that opens, enter the name of the team, select the teamlead and employees who will take part in the performance review interview. You can select one teamlead and all his/her employees. You can change the composition of the team, delete/add employees as needed during the performance review interview.

You will see the teams that have been formed and you can delete them (click on the three dots on the right-hand side), or you can go to them to change their composition.

It is also possible to change the name of the team in the course of the workflow, if necessary. Click on the desired team, then click the pencil icon at the top.

Change the name and click on the tick.

Once the teams have been created, return to the Performance survey. Select your language.

Enter the name of the survey.

Select the teams that will take part in the performance assessment interviews by ticking the checkboxes and click on Review stage: 2025 setting goals.

UNLOCK Performance can include in an unlimited number of evaluation periods the employees who will be interviewed during those periods.

UNLOCK Performance platform has a performance review interview structure consisting of:

● group goals (recorded by you, visible to teamleads and employees),

● organizational goals (recorded by you, visible to teamleads and employees),

● team goals (recorded by teamlead),

● personal goals (recorded by employee and teamlead),

● values (entered by you and evaluated by the employee and teamlead),

● competencies (entered by you and evaluated by the employee and teamlead),

● open-ended questions (recorded by you and the employee and teamlead reply),

● development (you record the training options and the employee chooses with the teamlead, and you can also add a comment for teamleads and employees to the development plan),

● Career (you choose the scale, the employee and the teamlead fill it in);

● talent management matrix (selected by the teamlead and not visible to the employee),

● overall performance assessment (you choose whether only the teamlead sees it or both the employee and the teamlead. The teamlead chooses the assessment);

● personality profile, if you have the UNLOCK Personality tool (This section contains the personality profiles of the teamlead and the subordinate. It shows their scores, compares them and gives AI recommendations on how to communicate more effectively.)

Please tick the parts you will be bringing to the performance review interviews.

All elements of the assessment will be discussed below

Group goals are goals that are shared by the whole organization, to which all employees contribute, therefore, everyone’s contribution, effort and motivation are important.

These are shared corporate objectives to which all employees contribute. This means that the performance review interview will not only look at the individual performance of employees or teams, but also at the extent to which the company as a whole has succeeded in achieving the overall objective.

You must include these objectives in the design of your performance appraisal interviews. Managers and employees will see them on the forms and cannot change them.

- You can include an additional comment for staff and managers.

- You can choose whether to weight the objectives as a percentage. Weight of the objective - this percentage shows the importance of the objective and how much weight it will have in the overall evaluation. Percentages are set for organisational goals, team goals (set by managers) and personal goals (set by employees together with managers). The total sum of the weights for all these objectives cannot exceed 100%.

- There is also a field next to the goal called Quantification of the goal, where you can enter a quantitative assessment of the goal. This field is not necessary, e.g. if the objective is qualitative

Set goals using OKR principles.

Objective (O): Define a clear, ambitious, and inspiring objective that motivates the team and reflects the organization’s priorities. Ensure the objective is tied to specific outcomes.

Key Results (KR): Identify 2–5 measurable qualitative and/or quantitative criteria that will allow you to track progress toward achieving the objective.

For example: achieving a profit of €1,000,000 in 2025. Number: 1 000 000

To add additional goals, click Add a goal.

They are raised by team leaders. You can add a comment for managers and employees, which will be visible when the form is opened. Managers should set common objectives for their team (if you have chosen this element of the evaluation) based on the principles of OKRs. Team objectives are designed to let employees know what they are aiming for, and as a team, working together, this directly contributes to the achievement of the organisation's objectives.

Choose whether to to allow team leaders to ascribe target weights (%) to team goals and evaluate their implementation in percentages. Once team leaders have set team goals, employees will be able to leave their comments.

They are recorded by employees. You can add a comment for team leaders and employees, which will be visible when the form is opened.

Choose whether to allow participants to ascribe target weights (%) to personal goals and evaluate their implementation in percentages. After the employees have entered their personal goals, the final goal will be decided in a dedicated field during the interview with the team leader.

You can also include personal goal timeframes, which allow you to group your goals by the period during which the goal is expected to be achieved.

This part assesses how well employees align with the company's values and how well they are working in line with them. You can include a comment for team leaders and employees, which will be visible when the form is opened. Select this item and enter the values and a description of them in the next field. If you want to Allow employees and team leaders to evaluate the extent to which an employee’s behaviour aligns with the organization’s values., tick the box and select the scale you want.

Values are measured on 1 of 6 scales:

1. 4 – Exceeds expectations, 2 – Totally meet expectations, 2 – Partially meets expectations, 1 – Does not meet expectations;

2. 3 – Exceeds expectations, 2 – Meets expectations, 1 – Needs improvement;

3. Level 4: Expert, Level 3: Advanced, Level 2: Developing, Level 1: Beginner;

4. 4 – Very good, 3 – Good, 2 – Satisfactory, 1 – Poor;

5. 3 – Expert, 2 – Advanced, 1 – Basic, 0 – N/A;

6. Level 1, Level 2, Level 3.

At the goal-setting stage, the values can be accessed and evaluated. At the time of the goal-setting and interim/annual appraisal, the employee will choose his/her own evaluation, the team leader will evaluate from his/her side and a final evaluation will be agreed during the interview. The team leader's evaluation is not visible to the employees until the performance appraisal interview, while the employees' self-assessment is visible to the leaders.

To add more values, click Add a value.

The competences are general, for all employees, and leader competencies, if you want to set specific competences for leaders. You can also enter manually general and leadership competencies or automatically include competencies based on assigned positions.

To assign competences automatically by position, the administrator/user first creates a list of competencies available in the organization's account (“Competencies”), where competences are displayed sorted by type (groups of competences, e.g. professional, personal, managerial, general, etc.), and can add the behaviours/skills that are specific to each competency:

The user creates a list of possible positions in the organization's account (“Positions”), each position can be selected and assigned competences from the list of “Competencies” created.

The administrator can assign one position from the list to each employee (in the employee form, in the field “Positions (with competencies)”) (where a list of positions with competencies has already been created in the “Positions” column). In this way, employees acquire the competences relevant to them through the assigned positions.

The user creates the Performance Review Form by involving the teams to which the employees belong in the survey. If the user includes a Competencies column in the Stage Settings, the user must select the way in which competences are assigned. In this case, “Automatically include competencies based on assigned position”.

You can add a comment for leaders and employees, which will be visible when the form is opened. If you want to allow employees and team leaders to rate the competences, tick the box. After selecting this item, enter the competences and their description in the next field.

You can also decide whether to show the overall average of competences in the forms.

Competencies are measured on 1 of 6 scales:

1. 4 – Exceeds expectations, 2 – Totally meet expectations, 2 – Partially meets expectations, 1 – Does not meet expectations;

2. 3 – Exceeds expectations, 2 – Meets expectations, 1 – Needs improvement;

3. Level 4: Expert, Level 3: Advanced, Level 2: Developing, Level 1: Beginner;

4. 4 – Very good, 3 – Good, 2 – Satisfactory, 1 – Poor;

5. 3 – Expert, 2 – Advanced, 1 – Basic, 0 – N/A;

6. Level 1, Level 2, Level 3.

At the goal-setting stage, the competences can be accessed and evaluated. At the time of the target setting and interim/annual appraisal, the employee will choose his/her own assessment, the leader will make his/her own assessment, and a final assessment will be agreed at the interview. The leader's evaluation is not visible to the employees until the performance appraisal interview, while the employees' self-assessment is visible to the leaders.

To add additional competences, click Add a competency.

Leader competencies. As with the general competences, when you select the leader's competencies, enter the competencies.

Also select whether you want to include general competencies to team leaders.

To add additional competencies, click Add competency.

These questions are designed for leaders to discuss with employees their expectations, challenges, strengths, etc. They complement the performance appraisal interview. You can see the recommended questions in the system and modify them at your discretion. The employee will answer them and the leader will add his/her own.

You can remove and add questions.

This element consists of two parts: the Training options and the Growth plan. Both parts can be selected if needed, or the training and development plan part can be selected separately.

You can add a comment for leaders and employees, which will be visible when the form is opened. Enter all the proposed and possible training options, from the list of trainings you provide, the employee will be able to select up to 5 trainings that are most relevant to him/her, based on the objectives and competences to be developed, and the leader will leave his/her comment on the employee's choices.

To add a training, click Add a training option.

You can add a comment for leaders and employees, which will be visible when the form is opened. In this section, the leader and the employee write down the progress of the development, tools, etc.

The DVV interview provides the opportunity to draw up a development plan for the employee, which can be completed by both the employee and the interviewer. The interview provides the possibility to link the entries in the development plan to specific competences by indicating in writing in the box of the development plan which competence the development plan is for. In the DVV interview, it is possible to link the entry to specific training from the training list. During the assessment, the assessment interview in the DVV provides the possibility to mark the completion of the curriculum by recording the percentage of achievement of specific learning objectives. The DVV interview provides an opportunity to see which competences and their levels apply to the employee. If the contracting authority is uncomfortable with the functionality and needs to adapt it, we would adapt it quickly at no extra cost and within the timeframes required by the contracting authority. The DVV interview includes the possibility for the employee to indicate his/her need for career change. This is done anywhere in the comments or in the development plan.

This section focuses on how employees choose what career changes they want to make.

You can choose the scale on which employees will have to select their answers:

The leader will be able to mark which cell of the matrix the employee belongs to. This part is not displayed in the employee form.

Progress tracking: the talent management matrix is reviewed periodically to monitor employee progress. Movement on the matrix (e.g. from medium to high potential) is a positive sign of development, while a lack of progression may indicate the need for additional interventions or review.

You can add a comment for team leaders and choose whether they must evaluate employees.

To summarise the assessment. You can include a comment for leaders. At the end of the interview, the leader will give his/her assessment.

You can also choose whether or not it is mandatory for leaders to complete the overall performance evaluation.

The overall assessment is based on 1 of 2 scales:

1. Exceeds expectations, Meets expectations, Needs improvement, Does not meet expectations;

2. 1- Developing, 2 – Meets expectations, 3 – Exceeds expectations.

You can also choose whether or not to show the overall performance evaluation to employees.

If you have UNLOCK Personality and the leader and employee have completed personality tests.

The leader will be provided with the profiles of him/her and his/her employee, as well as AI-generated recommendations on how best to conduct the interview.

At the very end of the performance measurement settings, you can select the settings for calculating results.

In this section, you can specify the formulas for calculating the results for each goal (organization, team and personal goals) (if there is a need to calculate according to other settings).

You can choose to include deficit/surplus targets alongside team and individual targets, or show employees and team leaders the choice to include deficit/surplus targets.

Finally, you can determine which elements you want to include in the final result calculation (organization, team, personal goals, values and competencies).

Once everything is filled in, click Save and Messages to survey participants.

Below you will see the emails generated for leaders and employees, and you can change the content of these emails to suit you. If you change the composition of the team later, added employees will automatically receive these emails and deleted employees will be removed from the survey. You can also specify the start and end dates of the evaluation in the message. Click Create and send.

You will see a summary. Click Create and send.

Go to Performance to see the surveys you've created and their progress. Click on the three dots on the right to delete a performance evaluation or start a new phase.

When you enter the survey, you will see the teams taking part in the performance evaluation interviews. You can send reminders (click the three dots next to a team), remove a team from the evaluation, or log in as a team leader if you need to.

Clicking on the team leader and employees will show the progress of their completion.

You can also add new teams and go to the Stage Settings to view the structure of the call.

You can also monitor the analytics and download the results in Excel format.

You can close the review stage (chapter) at any time if you need to, which means that employees will no longer be able to complete the forms. The performance review can be reopened at any time by clicking on the same button.

An administrator or team leader logged in to a leader's account can unlock the survey and allow changes to be made for that leader's specific team (only for the leader).

Click on a team to see the total and progress. You will be able to send reminders and log into your team leader account.

To start an interim review, click on the three dots next to the name of the activity evaluation and select Start new stage.

Or click Start a new stage when you go to the performance review.

Select an interim review and Confirm.

The performance evaluation interview form will open, which you can modify as you did the first time. Once you have made your changes, click Save.

Click on Messages to survey participants. Make adjustments if necessary, click Create and Send.

You will see the summary, click Create and send.

Once you're in Performance, you'll see the conversations and their stage.

To start the annual evaluation, click on the three dots next to the name of the performance evaluation and select Start a new stage.

Or click Start a new stage when you go to the performance evaluation.

Choose an annual review and Confirm.

The performance evaluation interview form will open, which you can modify as you did the first time.

Please add the Annual Result to the Organisation's goals, if you have set them.

Once you've made your changes, click Save.

Choose whether you want to continue this survey for another year.

You will see your emails. Make adjustments if necessary, click Create and Send.

You will see the summary, click Create and send.

Once you're in Performance, you'll see the conversations and their stage.

The account administrator can log in to the teamlead's account at any time, see the teams and enter the profile of the desired employee.

You can see all the data and the manager's comments that are invisible to the employee.