KPI Settings

A small page with the widest reach in the whole KPI menu: it decides how figures turn into grades, for everybody at once.

Editable by the KPI Admin and by Human Capital.

What is set here

Section	Decides
Weight of the two assessment halves	How much achievement counts against behaviour
Grade thresholds	The score at which each grade begins
Achievement score thresholds	The achievement percentage that decides each indicator's 1–5 score
Adjustment points	The default value of each kind of annual adjustment
Behaviour criteria	Which criteria a manager assesses, and their weights — kept separately for the leadership and staff tracks
Grade distribution curve	The grade spread expected of each calibration group
Minimum group size	When a group is too small to curve at all

Weights: two numbers that must total one hundred

An assessment has two halves: achievement (actuals against target) and behaviour (assessed by the manager). Both weights are entered as percentages.

They must total exactly one hundred. If they do not, the save is refused — not quietly rounded, because quiet rounding means nobody knows the weights actually in use.

Why the percentage you type is stored as a much larger number

Weights are stored in hundredths of a percent, so a fraction like 12.5% survives exactly instead of being rounded away.

You still enter percentages; the system converts. The large number that occasionally surfaces on a technical screen is not a fault.

Grade thresholds: the order must descend

Each grade has a lower bound. There is one rule: each threshold must be lower than the one above it.

If the order does not descend, the save is refused. Crossed thresholds leave some score ranges with no grade at all, or with two at once — and neither can be put right later without recalculating everybody.

Achievement score thresholds: when achievement becomes a 5, 4, 3, or 2

Every indicator an employee fills in is compared against its target, producing an achievement percentage. That percentage is then translated into a score from 1 to 5 — and this page decides at which percentage the score changes, along with the achievement range considered valid (its lower and upper bound).

The score values themselves (5, 4, 3, 2, 1) cannot be changed — only the percentage thresholds are yours to set.

The rule is the same as for grade thresholds: they must descend, from the highest score threshold down to the achievement floor. The achievement ceiling also cannot be lower than the highest score threshold.

Adjustment points

The default value for each kind of annual adjustment. It is used when the points field is left empty as an adjustment is created, so the same kind of adjustment does not end up worth different amounts depending on who entered it.

Setting it here does not change adjustments that have already been made.

When this page may be touched

Changing weights or thresholds mid-quarter shifts everybody's grade at once

Nobody's actuals change — what changes is how those figures are translated into a grade. Someone who had a B yesterday can have a C today without having done anything differently.

Do it before a quarter is activated, or after it is closed. Not in between.

If a change genuinely cannot wait, announce it to the participants first, with the reason. A grade that moves without explanation reads as a system fault, and after that no figure in this menu is trusted again.

If the save is refused

Message	Cause	Fix
Weights do not total one hundred percent	The two assessment weights do not add up	Adjust one until the total lands exactly
Grade thresholds do not descend	A threshold is not lower than the one above it	Reorder them highest to lowest
Achievement score thresholds do not descend	A score threshold is not lower than the one above it, or the achievement ceiling is lower than the highest score threshold	Reorder them highest to lowest

The full list is on What each message means.

Behaviour criteria

The criteria a manager assesses are not a fixed list. You can rename them, reweight them, add one, or remove one — separately for the leadership and staff tracks, because what deserves assessing differs between the two.

Each track's weights must total one hundred percent.

Changing criteria does not disturb assessments already under way

A scorecard keeps the criteria it was created with. A change here applies only to assessments enrolled afterwards — the same way editing an approval route never redirects a request already in flight.

Grade distribution curve

During annual calibration each group is measured against a distribution row: what share of its members is expected at each grade. There are five rows, chosen by how the group performed overall.

The percentages in every row are yours to set. Each row must total exactly one hundred percent, or the save is refused.

Grade thresholds also decide which row applies

Which row a group falls under is worked out from that group's average against the grade thresholds above.

So moving a threshold moves the curve in force, even when you have not touched the distribution table at all.

Minimum group size

A group with fewer members than this is merged into the organisation-wide group. If it is still short after merging, the curve is not applied at all and the original grades stand.

Why small groups are not curved

A curve describes a spread. Forcing one onto a handful of people does not produce a spread, only rounding — a single person alone will always land on the middle grade, whatever they actually achieved.

Counting honestly beats counting in a way that merely yields a number.