Evaluate
Employee performance, coaching, development, recognition, accountability, and career progression.
The Evaluate module will become the company performance file. For now, this page holds planning notes so we do not lose the direction while the operating modules are built first.
Planned Evaluation Tools
- 30-, 60-, and 90-day evaluations
- Annual performance reviews
- Coaching and counseling notes
- Recognition and positive feedback
- Corrective actions
- Performance Improvement Plans (PIPs)
- Promotion readiness
- Pay increase recommendations
- Manager comments and employee comments
- Goal setting and goal tracking
- Competency ratings by position
- Historical evaluation timeline
Recognition & Retention Direction
Recognition should be part of the employee's real work history, not a separate feel-good program. Managers should be able to quickly record specific positive contributions such as excellent customer service, helping another employee, reliability, training completion, food-safety leadership, handling a difficult shift, or a customer compliment.
- Make recognition specific, timely, and connected to the behavior being recognized
- Keep positive history visible alongside coaching and corrective information
- Use reminders carefully so recognition remains genuine rather than automatic
- Carry recognition into 30/60/90-day and annual reviews
- Allow an appropriate employee-visible recognition history later
- Use recognition trends to support retention, promotion readiness, and manager development
Working Concept
Evaluate should eventually become the chronological performance and development history for each employee. It should connect naturally to Onboarding, Training, Employee Records, and Manager Development.