The Netchex Performance module is a comprehensive employee development and management tool that oversees the full performance lifecycle — from setting expectations to conducting formal evaluations — all in one platform. It brings together performance reviews, disciplinary actions, violation points, one-on-ones, and goals as a centralized hub for tracking, documenting, and improving employee performance. This session tours each area; later sessions go deeper.

Goals

Add and track goals across the performance cycle. The Settings tab configures how goals work — pick a pre-made goal-setting methodology template or build one from scratch, set goal frequency, and schedule check-in reminders. From the Goals page you add goals to employees and track progress; Archive Goals shows past history; Import Goals bulk-adds via a sample sheet; and Check-in to Multiple Goals updates many goals from one dashboard.

One-on-Ones

A structured place for managers to hold 1:1s and check in on goal progress. In Settings you can add a satisfaction survey after each 1:1, carry agenda points to the next meeting, and add agenda points that appear in all 1:1s (or pull from the agenda library). The Reports dashboard tracks completion %, satisfaction week-to-week, theme sentiments, and a breakdown by manager.

Disciplinary Actions & Violation Points

Disciplinary Actions lets managers and admins formally document events (verbal/written warnings, PIPs). Settings holds your disciplinary reasons; Pending Actions shows notes awaiting approval/publishing; All Disciplinary Notes tracks every note and its status; and Reports shows trends and a breakdown by employee. Violation Points is a point-based attendance and behavior system — configure your policy and thresholds that trigger alerts or actions; points post automatically from the Scheduler or can be added manually.

Performance Reviews

Create structured evaluations — annual reviews, 90-day check-ins, or custom cycles — with configurable templates (rating scales, competencies, open-ended feedback). Under Settings you configure competencies and a question library, assemble questions into templates, then launch review cycles, track completion, calibrate, and download results.

Goal management lets you create, assign, and track goals at the individual, department, or company level, keeping employee efforts aligned with business objectives. Managers and employees collaborate on SMART goals, milestones, and progress — all in the platform.

Configuring goals

In Goals → Settings, start from a methodology template — OKRs, SMART goals, or simple goals — or build one from scratch. A new methodology lets you configure how goals display, cascade, their visibility, how they calculate, and access controls. You also set goal frequency and check-in reminders.

Adding & tracking a goal

Select Add Goal and choose what you're measuring — a dollar amount, percentage, or number. Name the measure, pick the time period, optionally set a parent goal for a cascading structure, then assign the employee. Under change details you can adjust the time period, visibility, collaborators, and tracking type (independent vs. dependent). From the Goals dashboard you track progress and last update; selecting a goal lets you check in, view history and details, and see aligned parent/child goals.

Archive, import & bulk check-ins

Archive Goals (with a timeline drop-down) shows past goals. Import Goals bulk-adds via a sample sheet (goal title, type, owner, parent goal, target value). Check-in to Multiple Goals updates many goals at once from one dashboard.

Performance reviews support annual, 90-day, or custom cycles with configurable templates. This session covers building the pieces — competencies, questions, templates — and launching a cycle.

Competencies & questions

Competencies are the skills, behaviors, and qualities that drive successful performance. In Settings choose none, organization-wide, or department/position-specific competencies, add them to your competency library (or import in bulk), and assign who they apply to — they auto-apply by position/department when a review includes a competency section. In the Question Library, add questions with optional variant questions (rephrased per reviewer — self, manager, etc.), a question type/category (goal, competency, or generic), and an answer type (star rating, scale, options, or text) with values and optional comments.

Templates

Assemble questions into a template: name it, set the weight for each section (weights must total 100% to proceed), then add questions to each section. The template defines the content of the review.

Building a review cycle

Under Review Cycles, create a new cycle from a template or a custom setup:

• Basic details — name the cycle, choose a one-time or continuous (trigger-based, e.g., anniversary/hire date) review, and who to include (everyone, or by company, division, business unit, department, location, position, or a CSV import).
• Form — select review types (self, peer, upward, manager, additional reviewers) and the template for each; Preview Form shows what each reviewer sees.
• Final scores & outcomes — configure the performance grid, recommended outcomes, and the publishing permissions/visibility of results.
• Reference period & dates — set the review date range and each stage's open dates, plus reminders.

Completion & calibration

Track progress on the Completion Status page (notify or reassign outstanding reviewers). The Calibrate stage keeps evaluations fair and consistent — view each form, reopen/extend a review if it needs redoing, and confirm or adjust grid position, outcome, or rating scores — then publish to the employee.

The Performance module gives managers a centralized workspace to oversee their team — setting and monitoring goals, running one-on-ones, documenting coaching, recording disciplinary actions and violation points, and tracking reviews.

Goals & one-on-ones

From the goals dashboard, managers add team goals, check in, and view history (with Import Goals / Check-in to Multiple Goals for bulk work). For 1:1s, Add New to schedule (employee, start date/time, duration, frequency); the dashboard shows the next meeting and completion rate. The meeting page has admin agenda points plus custom or library ones, public or private notes per point, check-offs, initiatives, previous 1:1s, the employee's goals, and past reviews.

Disciplinary actions & violation points

Under Disciplinary Actions → Pending Actions, managers add notes for employees they have access to; once an admin approves a note, the manager publishes it to the employee (who signs off from their profile). All Disciplinary Notes shows each note's stage. Under Manage Violation Points, managers see their team's balances and last infraction, and can view an employee's point history, excuse notes, or approve/deny threshold actions.

Performance reviews

Managers can't launch a cycle, but they can review status and complete their reviews. On Completion Status they see each employee's progress. To complete a self-review or a manager review, they open the employee's profile → Reviews under Performance, complete each section (seeing the employee's self-rating, adding a rating and comments). Maven, the AI coach, analyzes the manager's feedback to ensure it includes context, observation, impact, and clear next steps. Finished sections are submitted for approval/publishing.

In Performance, employees track their goals, prepare for and review one-on-ones, and see their full performance history — and they stay informed on any disciplinary actions or violation points, so there are no surprises.

Goals & one-on-ones

Under Goals, employees see assigned goals and progress, add their own, and provide updates. Under One-on-Ones, they see sessions their manager scheduled, view agenda points and public notes, add their own agenda point to discuss, refer back to previous 1:1s, and update their goals.

Disciplinary actions, violation points & reviews

Under Disciplinary Actions, employees see notes published to them, view the details, and sign off / acknowledge; All Disciplinary Notes shows their published/acknowledged history. Under Violation Points, they see their full point history (date/time and current balance) and can acknowledge any thresholds reached. If a review cycle is launched, they complete assigned self-reviews under Reviews — rating and commenting on each section (goals, competencies, Q&A) — then submit, which workflows it to the manager or final reviewer.

Compensation Management streamlines and optimizes your merit-pay process, giving clear visibility into merit-pay alignment so decisions are fair and consistent across departments. Find it under Performance → Compensation. Under Settings you can view all compensation cycles (past or present) and create a new one (covered next session).

The Compensation Planning dashboard

This is your home base — filter by cycle, company, or location, and work each stage: proposal, approval, and publish.

Proposal, approval & publish

• Proposal — the merit-pay alignment maps employees by pay change and performance rating, alongside a fairness analysis. Each employee shows their performance rating, churn likelihood, effective date, and a comp ratio (their position's Standard Occupational Classification measured against the national average from the Bureau of Labor Statistics). Select an employee to see their performance overview and compensation history, then submit a proposed recommendation and send for approval.
• Approval — a budget overview compares current/new compensation totals against the target budget; the approver reviews recommended increases, keeps them within budget, updates approved pay, or denies (sending it back to the proposer).
• Publish — approvers and budget status are listed; enter final pay if needed, then select each approver and Publish to Payroll — new rates push to the employee profile to take effect on the effective date.

The setup phase translates your compensation strategy into the system — defining budget, eligibility, and the guardrails managers use when recommending pay. Go to Performance → Compensation → Settings and create a new cycle.

Cycle details & workflow

Start from a template (work-anniversary, annual, or custom). Enter cycle details — name, type (one-time or continuous, e.g., anniversary), a completed performance cycle to link (pulling in results that factor into merit pay), and the launch date. Define your workflow (which stages: propose / approve / publish, or a variation) and the employees to include, then set the approver for each stage (primary manager, skip-level, or a specific manager/admin) and Save.

Guidelines, budget & timeline

Define guidelines and budget: a range of increase for each performance rating, target budgets per organization level, an enforcement level (strict — must be followed — or allow guidelines/budgets to be exceeded), and optional proration by tenure. Then configure the timeline & reminders (due dates per stage, reminder cadence), the effective date for pay changes, and publishing permissions/visibility. Select Launch.

Once launched, manage each stage from the Compensation Planning dashboard (proposal → approval → publish), just as covered in the overview.

Disciplinary actions live under Performance → Disciplinary Actions. This session covers the manager, admin, and employee perspectives.

Manager view

Managers see Pending Actions and All Disciplinary Notes; the Pending Actions dashboard shows notes already approved or denied by an admin, and once approved the manager can publish to the employee. Select Add New Note, then choose the employee, the violation type and severity, the incident date/time, and a description. Maven, the AI assistant, helps write, rephrase, and refine the note (specific time/place/context, a clear account of the behavior, and its impact); you can ask it to shorten, elaborate, or fix grammar. Save, and it routes to an admin for approval.

Admin view

The admin view has four sections: Pending Actions (approve, deny, edit, or delete manager submissions; approved notes flow back to the manager to publish), All Disciplinary Notes (company-wide trends, notes by stage, a rolling 90-day view, and mass approve/deny/notify), Reports (filter by timeline, company code, or location — trends by employee, violation counts — exportable to Excel), and Settings (add or remove violation types).

Employee view

From the Performance section of their profile, employees view any pending disciplinary actions and can acknowledge and download them — acknowledgement is not required — plus access their full published/acknowledged history.