What makes you different from all the others?

Simplicity. Simplicity of startup and administration. An uncluttered user-friendly interface. Larger fonts, and just the information that is needed. No more. 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. Goal Align. This amazingly simple step makes every competency and goal relevant to your company's strategic goals. 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 20% from current clients".

The goals appear in a drop-down menu over every competency and goal in the system. A manager chooses a corporate goal, then comments on a competency or sets a goal. To see exciting examples of the results, click here.

How much does it cost? There is a one-time $1500 startup fee, and annual licenses for up to $48 per user depending on your number of employees. You'll bank 2 hours of technical support and receive an Administrator's tour to help you get started. For more on pricing and a calculator, click here.

# of Employees 20 100 1000 Year 1 $2,460 $6,000 $44,500 Years 2+ $960 $4,500 $43,000

How do I get started?

Call us at 315-673-9668, or email us! To start your own free demo site which you can show to others in your company, click on this"Start My Demo" link. You'll fill in 4 short forms to 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:

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

Download our brochure. It's a great tool for showing the benefits of performance management in a nutshell. We wrote it for you and any other decision-makers who would have an impact on your decision to become a Performance.net client.

Finally, we have consultants who can work with you and your management on this and all of the setup for performance management! Call us and ask about our "Strategy Day".

What resources are availble to get me started?

We recommend you use our QuickStep Startup to get an example up and running. By exploring the performance appraisal site, you'll get an idea of what is available, as well as some model scoring and competency descriptions.

To determine what competencies would be best for your company, we have consultants on staff who can help you through this process. To work independently, the best resources are on the SHRM Website. If you are not a member, it is well worth the membership fee to become one. Search on "Competency Groups" to get a series of articles about developing competencies for your company.