Performance Management
Mission Evaluation and Success Score: How They Work
Scoring department responsibilities 1 to 5, building a weighted success score from missions, competencies and targets, plus award and training reports.
5 min read
Features
360-Degree Feedback
Measure competencies with superiors, subordinates and peers, weighted by relationship.
Evaluating an employee’s competencies only through their manager’s eyes gives an incomplete picture. In HibritİK, competency evaluation includes superiors, subordinates and peers. You set the weight of each relationship per period; for example, you can give the superior’s view more weight and peers’ views less.
Competencies are defined with their own weights and questions, and some can be limited to managers. Negatively worded questions are reverse-scored, so the way a question is phrased does not skew the result. Hiding evaluator names helps you get more candid feedback. Results flow into the success score and the training-needs report.
See the feature in action
Highlights
Three directions
Superiors, subordinates and peers evaluate the same competencies.
Relationship weights
Set how much each type of rater counts, per period.
Reverse scoring
Negatively worded questions are reverse-scored automatically.
Hidden raters
Hide rater names to encourage candid feedback.
Manager-only competencies
Apply competencies such as leadership only to manager positions.
Use cases
- Measuring managers’ leadership through their team’s eyes
- Planning the training budget around measured competency gaps
- Adding more than one perspective to promotion decisions
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Frequently asked questions
Can rater weights be changed?
Yes. The weights for superiors, subordinates and peers are set separately for each evaluation period.
Can employees see who evaluated them?
There is an option to hide evaluator names. When it is on, employees do not see who evaluated them.
Other features
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