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
Target Management
Define measurable targets, let employees enter monthly actuals and see the result in the success score.
Setting targets is easy; knowing where you stand during the year is the hard part. In HibritİK target management, each target is defined with a scale, a direction and a frequency. Indicators you want to increase, such as sales, and those you want to reduce, such as cost or error counts, are scored correctly in the same system. Targets can be followed monthly or yearly.
Employees enter their actuals each month, and target and actual appear side by side. You can optionally cap achievement at 100% so overperformance on a single target does not dominate the overall result. Target results join responsibility and competency scores in the weighted success score.
See the feature in action
Highlights
Scale and direction
Define each target with its scale and an increase or decrease direction.
Monthly or yearly
Follow targets monthly or yearly as needed.
Employee entry
Employees enter monthly actuals themselves, shown next to the target.
100% cap
Optionally cap achievement at 100%.
Feeds the success score
Target results count toward the success score with the weight you set.
Use cases
- Tracking a sales team’s monthly targets and actuals
- Scoring indicators that should go down, such as errors or cost
- Following a yearly target through monthly actuals
Related modules
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Frequently asked questions
Can it be used with OKRs?
HibritİK has no separate OKR module. You can, however, define your measurable key results as targets with a scale, direction and frequency and follow them monthly.
How are targets that should decrease scored?
When a target is defined with a decrease direction, achievement rises as the actual stays below the target.
Other features
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