Introducing the PiiQ Performance Framework

Via the left navigation, go to Settings> Performance Settings to access Performance Framework components

The House That Talent Built

PiiQ was built to offer a quick and easily configurable solution to managing the performance of your teams. No two companies handle the management of talent in exactly the same way, so we made sure to allow for the flexibility you'll need to drive your most important investments--your people--towards success and beyond. You've already made the great decision to automate and streamline your performance activities, so let's talk about how to get that ball rolling. Like with any stable structure, you need a solid foundation to build on and sturdy pillars of support.  That foundation is PiiQ and the pillars are what we call the Performance Framework. 

So just what is PiiQ's Performance Framework? Put simply, it's the basic elements of your reviews that will determine how you measure and track the performance of your teams. There are three pillars to the framework: Roles, the Content Library, and Ratings & Scores configurations. From these three settings areas, you'll create the basis for every review you create. Each time you create a review cycle, this information will be read and replicated. These are elements of your portal that need to be defined before you open your first review (and here's why)! Getting it right now will save you so much time later! Let's take them one at a time to get a general idea of what we're working with.

Role With It

The concept of a role is a bit abstract, and can mean very different things depending on how you plan to implement your performance reviews. What we can definitively say is that a role is how you deliver goals and competencies to employees. Whether you want to rate everyone on the exact same competencies or adjust them to fit an employee's job function or leadership level, their role is what determines what they and their managers will use to measure their success. Read more details in our Assigning Roles & How They Work article.   mceclip1.png

The most important aspect of roles to know from the start is that a role is a review form. Once a role is aligned to a goal or competency, that content will appear on the next review cycle you create. You only need as many roles as you have distinct review forms. If 50 employees use the same competencies, you don't need 50 roles. One role, one form, as many employees as required. Easy, right? You wouldn't store every tablespoon you own in different drawers because different people use them. Focus on how you can meet the needs of many without creating unnecessary bloat within your configuration. You'll thank yourself when it comes time to update and maintain your framework!

Content Considerations

Next comes the Content Library, also called Goals & Competencies in the settings area of PiiQ. If roles are the delivery mechanism for goals and competencies, the Content Library is the cargo. Tying these to roles is the next part in completing the structure of your framework. You'll start out with a large number of sample competencies that you can use to determine how you'll measure the skill and knowledge of your teams. Pick the ones that fit your company's culture, the behaviors that you want your employees to exemplify every day when working towards their professional goals. Check out our Best Practices for Goal Setting article for ideas on how to best organize your goals.


This will become the blueprint for your teams' success. Take some time to build something that will benefit your employees, and by extension, your business.


Reflecting on Ratings

Last, but not least: Ratings & Scores. Here you'll be able to decide how your goal and competency ratings will be standardized on review forms. Everything from the number of rating options to the content of the rating labels can be configured here to ensure that employees and managers are able to rate honestly and accurately. Below is a quick summary of what you'll see in this section, but you can find more in-depth guidance in the following article: Configuring Ratings and Scores.

You'll also have the chance to configure how the final overall score is displayed when managers complete their reviews of employees. Set the number scale, rounding precision, and the labels that coincide with different ranges. This is also where you can adjust weighting to grant more score potential to goals or competencies. PiiQ is designed to provide you actionable data on employee performance, so selecting a scale that makes sense for your company performance culture is key to maintaining consistency. If you're not interested in the numbers, or would prefer your teams focus on the narrative, you can hide the scores altogether. 
Setting up your Performance Framework won't take very long, but it will have a tremendous impact on how you collect, track, and action performance data for your organization. We kept the setup simple so that you can focus on making the decisions that matter most. And remember:  you're not in this alone! Contact Us any time to learn more, consult on best practices, and get started with managing performance the way you want.
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