KPIs will not affect annual evaluations until the 2026 evaluation year, which begins in October of 2025 an ends in September of 2026. KPIs will only account for 20% of the Annual Evaluation score in 2026. The scoring of that 20% will come from the average score of all KPIs each employee is responsible for. The score from each KPI will come from a combination of two factors with equal weight:

1) A pass/fail measure of whether the employee's average actual KPI value meets or exceeds the average KPI target for the evaluation year

2) The percentage of months in the evaluation year where the employee's actual KPI value meets or exceeds the KPI target for the month

For example, for the Working Hours KPI, if an employee averaged more hours than their target for the evaluation year, but only hit their target in 9 of 12 months during the evaluation year, the score for that KPI would be 87.5%. The score is 100% for the year and 75% for the months, averaging out to the 87.5% figure.

To continue the example, let's say all KPIs for the employee had the same score. This means the employee's KPI score is 87.5% overall, but remember that KPIs are only 20% of the overall evaluation score, so the total KPI section score would be 20 × 87.5% = 17.5/20. Therefore, missing an average of 3 months per KPI results in only 2.5/100 points off of an employee's total evalution score. This should make it clear that the evaluation of KPIs is not particularly penal but is rather generous to employees and favors the wholistic evaluation rather than just specific emphasis on KPIs alone.

Not yet, but this is something we plan to roll out in the future.

Currently, if your role or circumstances change—such as moving from part-time to full-time—your KPI targets are updated immediately and retroactively to reflect the new expectations. The reports do not factor in what your targets were at previous points in time, which can make it look like you missed targets in the past, even if you were meeting the correct targets at the time.

Example:

Jane worked part-time for the first 3 months of the year, with a part-time target of 20 Working Hours per week.

She then moved to full-time, with a new target of 40 Working Hours per week.

Right now, the system compares all trailing averages to the new 40 Working Hours per week target. This means her 20-hour weeks from when she was part-time would show as missed targets, even though she fully met the expectations during that period.

We know this is confusing and doesn’t fairly reflect actual performance, and we are actively working on a solution that will track target changes over time so that all reports correctly account for historical targets. Once implemented, your KPI reports will reflect your achievements against the appropriate targets at the time, giving a more accurate picture of your performance.

It is our intention to have this corrected before KPI scores are factored into Annual Evaluation scoring, but, if for some reason, this is still a limitation during Annual Evaluations where KPIs are considered for scoring, special considerations will be made for employees affected by this limitation.