Performance Management

Every review, rating and feedback in one place.

Self-assessments, manager ratings, and the insights behind them — all in one login.

  • Self-assessment and manager rating, side by side
  • Skip-level visibility for your whole reporting chain
  • Rule-based insights, no black box
One login across
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Performance Review

hoichoi's AI Native employee performance review platform

Please select how you'd like to proceed:

Note: Employee ID will be required for all submissions.

Scoring Methodology

1. Rating Scale

Score Descriptive Rating Numeric Range Performance Level
5 Exceptional 4.5 - 5.0 Consistently exceeds expectations in all areas
4 Exceeds Expectations 3.5 - 4.4 Regularly goes above and beyond requirements
3 Meets Expectations 2.5 - 3.4 Satisfactorily fulfills all job responsibilities
2 Needs Improvement 1.5 - 2.4 Performance falls short in some areas
1 Unsatisfactory 1.0 - 1.4 Fails to meet minimum job requirements

2. Scoring Calculation

Method: The overall performance score is calculated as the arithmetic mean (average) of all 10 category ratings.

Formula & Example: If ratings are: 4, 5, 3, 4, 4, 3, 5, 4, 3, 4, then Overall Score = 39 ÷ 10 = 3.9

3. Interpreting Scores

Overall Score Range Performance Category Action Recommended Promotion Eligibility
4.5 - 5.0 Exceptional Strong candidate for promotion, increased responsibilities, leadership roles Highly Recommended
3.5 - 4.4 Exceeds Expectations Consider for promotion, stretch assignments, skill development Recommended
2.5 - 3.4 Meets Expectations Maintain current performance, identify growth opportunities Eligible with development
1.5 - 2.4 Needs Improvement Performance improvement plan, targeted training, regular check-ins Not Recommended
1.0 - 1.4 Unsatisfactory Formal improvement plan required, consider role fit Not Eligible

4. Weighting Considerations

Standard Approach: All 10 categories are weighted equally in this system. Each category contributes 10% to the overall score.

Manager Guidelines for Employee Ratings

Preparation

Before Rating: Review employee job responsibilities, goals set at beginning of period, and performance data throughout the review period. Gather specific examples of performance (both positive and areas for improvement).

Documentation: Collect emails, project outcomes, peer feedback, customer feedback, and any relevant metrics or KPIs.

Rating Best Practices

  • Be Specific: Provide concrete examples in the comments section. Instead of "good communicator," write "Led 3 client presentations with 95% satisfaction scores."
  • Be Objective: Focus on observable behaviors and measurable outcomes, not personality or subjective impressions.
  • Be Balanced: Include both strengths and areas for development. Even high performers have growth opportunities.
  • Be Honest: Inflated ratings hurt employees by denying them developmental feedback and create unfair promotion comparisons.
  • Be Consistent: Apply the same standards to all employees. If two people perform similarly, they should receive similar ratings.
  • Avoid Recency Bias: Consider the entire review period, not just the last few weeks. Review your documentation from throughout the period.
  • Avoid Halo Effect: Rate each category independently. A strength in one area should not automatically inflate ratings in unrelated areas.

Promotion Recommendations

Criteria to Consider: When recommending for promotion, evaluate:

  • Overall score (typically 3.5+ for promotion consideration)
  • Readiness for increased responsibility
  • Demonstration of next-level competencies
  • Impact on team and organization
  • Potential for growth
  • Comparison to others at target level

Justification: Provide clear, compelling justification that addresses:

  • Specific achievements and impact
  • How they exceed current role requirements
  • Evidence of next-level capabilities
  • Why now is the right time
  • What success would look like in new role

Delivering Feedback

  • Schedule Time: Allow adequate time (45-60 min) for thoughtful discussion. Do not rush the conversation.
  • Two-Way Dialogue: This is a conversation, not a presentation. Ask for employee self-assessment and perspective.
  • Start Positive: Begin with strengths and accomplishments. Build confidence before discussing development areas.
  • Be Direct: Be clear about ratings and expectations. Ambiguity helps no one.
  • Focus on Future: Discuss development plans, goals for next period, and career growth opportunities.
  • Document Everything: Keep notes from the meeting and follow up with a written summary.

Team Ratings

Everyone reporting up to you, at any depth — not just your direct reports. Add a skip-level note with your own POV or recommendation on any rating; it never changes the original rating, and is visible to that person's full management chain (their manager, you, and anyone further up), not the wider org.

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Employee Self Assessment

Rate your own performance across 5 key competencies. Be honest and reflective.

Your identity is automatically detected from your Microsoft SSO login. You can only rate yourself.

Self Evaluation

Refer to the Methodology tab for rating scale definitions.

1 Job Knowledge & Skills

My technical knowledge, skills, and expertise relevant to my role and responsibilities

1 — Low5 — Outstanding

2 Quality of Work

My accuracy, thoroughness, and attention to detail in the work I deliver

1 — Low5 — Outstanding

3 Problem Solving & Initiative

My ability to proactively identify challenges and take initiative in finding solutions

1 — Low5 — Outstanding

4 Teamwork & Collaboration

How effectively I work with others and contribute to shared team goals

1 — Low5 — Outstanding
5 AI Utilization 30%

Rate yourself on all 3 subcomponents — your final AI score is their average

AI AdoptionHow actively I use AI tools in my daily workflows
1 — Low5 — Exceptional
AI FluencyHow intelligently and effectively I use AI
1 — Low5 — Exceptional
AI ImpactThe tangible business value I create through my use of AI
1 — Low5 — Exceptional
6 Accountability, Efficiency & Competency

Rate yourself on all 3 subcomponents — your final score is their average

AccountabilityWhether I take end-to-end responsibility and communicate risks or context clearly
1 — Low5 — Outstanding
EfficiencyWhether I ship meaningful work and adapt quickly when priorities or contexts shift
1 — Low5 — Outstanding
CompetencyWhether I solve problems with analytical thinking and pick up new tools or feedback quickly
1 — Low5 — Outstanding

7 OKR % Completion

Enter your OKR completion percentage. Example: 90% → 4.5 / 5

%

Overall Self-Assessment Score

0.0

Employee Performance Rating Form

Your identity is automatically detected from your Microsoft SSO login.

Performance Evaluation

4 sections, each carrying 25% of the final rating. Final score = average of all 4 sections out of 5.

1 Accountability, Efficiency & Competency 25%

Rate all 3 subcomponents — final score is their average out of 5

AccountabilityWhether they take end-to-end responsibility and communicate risks or context clearly
1 — Low5 — Outstanding
EfficiencyWhether they ship meaningful work and adapt quickly when priorities or contexts shift
1 — Low5 — Outstanding
CompetencyWhether they solve problems with analytical thinking and pick up new tools or feedback quickly
1 — Low5 — Outstanding
2 AI Utilization 25%

Rate all 3 subcomponents — final AI score is their average

AI AdoptionWhether they actually use AI in workflows
15
AI FluencyWhether they use it intelligently
15
AI ImpactWhether it creates business value
15

3 OKR % Completion 25%

Enter employee's OKR completion percentage. Example: 90% = 4.5 / 5

%
4 Keeper's Test 25%

If this employee informed you they were leaving tomorrow, how strongly would you try to retain them?

Note: This question assumes no exit decision has been made. If management has already decided to let this employee go, select 0 — Plan Exit.
0 — Plan exit5 — Fight to retain
Scale is 0, 2, 3, 4, 5 — score 1 is intentionally not used.

Overall Performance Score

0.0
Not Rated

Promotion Recommendation

Potential

Separate from performance — how much scope for growth do you see in this person, independent of this cycle's score? This is used to build the 9-Box Talent Matrix.

Performance Incentive — Self Assessment

Rates your performance from April 2026 – September 2026.

Your identity is automatically detected from your Microsoft SSO login. You can only rate yourself, and only if you're on the PI eligibility list for this cycle.

Self Evaluation

Refer to the Methodology tab for rating scale definitions.

1Job Knowledge & Skills

My technical knowledge, skills, and expertise relevant to my role and responsibilities

1 — Low5 — Outstanding

2Quality of Work

My accuracy, thoroughness, and attention to detail in the work I deliver

1 — Low5 — Outstanding

3Problem Solving & Initiative

My ability to proactively identify challenges and take initiative in finding solutions

1 — Low5 — Outstanding

4Teamwork & Collaboration

How effectively I work with others and contribute to shared team goals

1 — Low5 — Outstanding
5 AI Utilization 30%

Rate yourself on all 3 subcomponents — your final AI score is their average

AI AdoptionHow actively I use AI tools in my daily workflows
1 — Low5 — Exceptional
AI FluencyHow intelligently and effectively I use AI
1 — Low5 — Exceptional
AI ImpactThe tangible business value I create through my use of AI
1 — Low5 — Exceptional
6 Accountability, Efficiency & Competency

Rate yourself on all 3 subcomponents — your final score is their average

AccountabilityWhether I take end-to-end responsibility and communicate risks or context clearly
1 — Low5 — Outstanding
EfficiencyWhether I ship meaningful work and adapt quickly when priorities or contexts shift
1 — Low5 — Outstanding
CompetencyWhether I solve problems with analytical thinking and pick up new tools or feedback quickly
1 — Low5 — Outstanding

7OKR % Completion

Enter your OKR completion percentage. Example: 90% → 4.5 / 5

%

Overall Self-Assessment Score

0.0

Performance Incentive — Team Ratings

Rate the PI-eligible employees in your reporting line (any depth). Rates their performance from April 2026 – September 2026.

Your identity is automatically detected from your Microsoft SSO login.

Performance Evaluation

4 sections, each carrying 25% of the final rating. Final score = average of all 4 sections out of 5.

1 Accountability, Efficiency & Competency 25%

Rate all 3 subcomponents — final score is their average out of 5

AccountabilityWhether they take end-to-end responsibility and communicate risks or context clearly
1 — Low5 — Outstanding
EfficiencyWhether they ship meaningful work and adapt quickly when priorities or contexts shift
1 — Low5 — Outstanding
CompetencyWhether they solve problems with analytical thinking and pick up new tools or feedback quickly
1 — Low5 — Outstanding
2 AI Utilization 25%

Rate all 3 subcomponents — final AI score is their average

AI AdoptionWhether they actually use AI in workflows
15
AI FluencyWhether they use it intelligently
15
AI ImpactWhether it creates business value
15

3 OKR % Completion 25%

Enter employee's OKR completion percentage. Example: 90% = 4.5 / 5

%
4 Keeper's Test 25%

If this employee informed you they were leaving tomorrow, how strongly would you try to retain them?

Note: This question assumes no exit decision has been made. If management has already decided to let this employee go, select 0 — Plan Exit.
0 — Plan exit5 — Fight to retain
Scale is 0, 2, 3, 4, 5 — score 1 is intentionally not used.

Overall PI Score

0.0
Not Rated

Admin Dashboard

Access comprehensive performance analytics and manage ratings