What makes you different from all the others?

1. Simplicity. Simplicity of startup and administration. An uncluttered user-friendly interface. Just the information that is needed. No more.
2. User-oriented Design. This software was written for administrators and users in partnerships with our custom software clients and tested by their most (and least!) tech-savvy employees.
3. Goal Align. This amazingly simple step makes every competency and goal relevant to your company's strategic goals.
4. Our 5-step Iimplementation Process: it carries you through creation to communication to implementation.
5. Our Focus. It's on your success. We've built our business by caring about our clients.

What is Goal Align?

Goal Align is the breakthrough step that aligns performance with corporate strategic goals.

Traditionally, performance appraisals and goal setting are done by managers and employees who don't know their company's strategic goals. Goal Align provides a drop-down menu of your company's strategic goals to associate with the competencies your employees are reviewing and the goals they are setting.

If you choose to use Goal Align, your first step is to develop with your senior management a set of high level corporate strategic goals. For example, "Maintain a talented, committed, strategically staffed work force." or "Increase our sales from current clients 20%".

The corporate goals can appear in a drop-down menu over every competency and goal in the system. Users choose a corporate goal, then comment on a competency or set a goal.

How much does it cost? There is a one-time $2500 startup fee, and annual licenses for up to $58 per user depending on your number of employees. You'll bank 12 hours of technical support and receive an Administrator's tour to help you get started. For more on pricing contact us now!

How do I get started?

Call us at 315-673-9668, or email us! We can start your own free demo site which you can show to others in your company. We'll set up a sample manager and employee, and then you can set goals and do a performance appraisal! If you decide to use Performance.net, your demo becomes your site. After payment, you can revise your choices at any time, and you can add more people.

How can the right Performance Management System impact retention?

1. Knowledge is power. You retain your best people by recognizing and rewarding them. After your company's first Performance Appraisal, you will have a Top Performers report that lists all employees who received top scores. You'll also have a distribution report that shows how many people you have at each performance level and a complete list of names and scores.
   
   
2. After you know who your most valuable people are, you can develop a retention plan. As well as financial incentives, this may include confidential interviews with you and/or your CEO to talk about how they feel about the company, their personal goals, and their future with the company.
   
   
3. Personal/Professional development is another important retention factor. A great strategic step for a top performer is a "strengths" review. You can identify their strengths using their performance reviews. What makes them so successful? Are there ways to make these talents even stronger and/or to leverage these strengths for the benefit of clients and other employees?

How can the right Peformance Management System improve the bottom line? (Return on Investment, ROI)

Some areas for which researchers provide calculations are:

Time saved by managers doing performance appraisals online. Here's an example.

Number of managers 50 Average hourly rate of managers $40 Average number of employees they manage 5 Annual savings if they save 1 hour per employee $10,000 Annual savings if they save 1/2 hour per employee $5,000

Pay for Performance (targeting raises and bonuses to top people, saving $$ by not rewarding low performers): Annual compensation budget X 3% Increased productivity (Focusing employees on achieving corporate goals): Annual operating margin X 2.4% Savings through better retention: generalized costs of replacing a lost worker: Non-exempt - 25%-50% of the sum of salary + benefits Exempt - 100% - 150% of the sum of salary + benefits Executive - 300% - 500% of the sum of salary + benefits

How do I approach my senior managers about writing corporate goals?

Bring along the screen shots of the Goal Align examples so that they can see how they work. If you haven't had much contact at the strategic level of the company, this is your opportunity to start those managers thinking about the strategic impact that you and your HR department can have on performance and the bottom line. You may want to talk with your manager about finding a senior mentor who can sponsor this process.

We have a process that can take a group through the steps of identifying the value that the company provides to customers, and other key factors and measures that keep a company successful. It is provided free to you.

Finally, we have consultants who can work with you and your management on this and all of the setup for performance management!