Talent › Performance

Everyone lands on My performance. A row of links at the top leads to the other Performance pages, and shows only the ones that apply to you: My team if people report to you, you have a review to write or goals waiting for your approval; Review cycles for HR; Improvement plans for HR and for anyone who may view other people's plans (a Director or the CEO, for example — they follow plans, HR runs them); and KRA templates for company-wide HR. If Performance shows a padlock, it isn't in your plan; if it's missing from the menu, your role doesn't include it.

Set up a review cycle (HR)

1. Open Review cycles and click New cycle.
2. Give it a Name (for example "Annual 2026-27") and a Type (Annual, Half-yearly, Quarterly or Project).
3. Set when the period starts and ends, and optionally when reviews open and are due. The review dates are a reminder for people; they don't lock anything.
4. Set the Rating scale (from 2 to 10 — for example 5), and how much each review counts: the Self-review weight and Manager weight. The two add up to 100, and the manager's weight can't be 0. Someone who skips their self-review is rated on the manager review alone.
5. Click Create cycle. It opens on the cycle's own page, as Not started.

KRA templates (Key Result Areas — click Add template) are a reference list of standard goal areas for a department or designation, such as "Sales target achievement", with a default weight. They aren't linked to goals yet.

Run the cycle (HR)

Each cycle's page shows its progress — self-reviews sent, manager reviews submitted, calibrated, published and acknowledged — and a Needs attention list of anyone who can't get a result yet.

1. Activate: everyone employed with a Verdeshell login (contractors excepted) gets a self-review, and the reporting manager on their profile gets a manager review of them. People can now set goals for the cycle.
2. Check Needs attention. Add missing reviews picks up anyone who joined or got a login after you activated. Someone with no reporting manager (the CEO, for example) needs Add manager review — choose who writes it. A review whose reviewer has left or can't log in needs Change reviewer.
3. When goal setting is done, click Open reviews. From now on, reviews can be submitted. Goals are now locked: nobody can add, change, delete or send goals for approval, and managers can't send goals back. Approving goals already waiting, and recording progress, still work.
4. As manager reviews come in, Calibrate and Publish them (see below).
5. At the end, click Close cycle. Everything locks, except that people can still acknowledge published reviews and revision letters can still be issued. If reviews were never opened, the page warns you that the cycle will end with no ratings — close it that way only if the cycle isn't needed.

Set your goals

1. On My performance, click Add goal.
2. Enter a Title and description, and pick the Review cycle (only a draft goal can move to another cycle).
3. Add a Target and what it's Measured in (for example 50 and "leads"), a Due date and a Weight %, then click Add goal. Your weights for the cycle should add up to 100% — the page warns you when they don't.
4. When it's ready, choose Send for approval on its row. Until then you can Edit it — leaving a field empty clears it.

Approve your team's goals (managers)

1. Open My team. Goals to approve lists the goals your team has sent you, showing whose goal each one is, its target, weight and due date.
2. Choose Approve — or Send back and say what should change. A goal sent back returns to its owner as a draft, with your reason shown under it. (Nobody approves their own goal.)

Approving goals needs the Manager role. A reporting manager without it still writes their team's reviews, but their team's goals wait for someone who can approve them — give every reporting manager the Manager role.

Track and complete a goal

1. Once approved, choose Update progress whenever there's news and enter where you are. If the goal has a target, it reads like "40 / 50 leads" with a progress bar.
2. When it's done, choose Mark completed. If a goal in a review cycle isn't really finished, whoever approves your goals can reopen it from your review until the cycle closes.

Write and finalise reviews

1. Employee: on My performance, open your self-review. Rate each goal with an optional comment, give an overall rating on the cycle's scale, and fill in strengths, areas to improve and comments. Save draft keeps it for later; Submit review sends it, and it can't be changed after that. You can submit only once HR opens reviews for the cycle; until then, save a draft. Another review of yours — for example a self-review in a second cycle running at the same time — is under Other reviews.
2. Manager: on My team, choose Write review next to the person. Their own self-rating shows beside each goal and above your overall rating once they've sent it. Save and submit the same way.
3. HR: on the cycle's page or the review itself, Calibrate if needed — opened from the review, it shows the self, manager and weighted figures. The calibrated score becomes the final rating, and you can add a note the employee sees once published. Then Publish to lock it.
4. Employee: once it's published, open it from My performance, read it and choose Acknowledge.

Support someone with an improvement plan

1. Open Improvement plans and click Start a plan. An HR Admin or the company owner can start one for anyone; an HR Manager for people in their own department, or a department they look after.
2. Search for the person. Write Why the plan is needed and What needs to improve.
3. Set the start and end dates and how often you'll check in (weekly, every two weeks or monthly). Click Start plan — the plan's own page opens.
4. At each meeting, click Log check-in. Choose On track, At risk or Off track and add notes. The date can be from the plan's start up to today, not in the future. The page shows when the next check-in is due.
5. If more time is needed, click Extend and pick a later end date.
6. At the end, click Close plan and choose the outcome — Improved, Partly improved or Not improved. A person has one open plan at a time, check-ins can be logged only while it's open (one per day), and nobody runs their own plan.

The employee sees their plan on My performance, and can open it to read the goals and every check-in.

Talent › Recruitment

Four tiles show Total Postings, Total Applications, In Interview and Hired. Below them are two tabs: Job Postings and Candidates. If Recruitment shows a padlock, it isn't in your plan; if it's missing from the menu, your role doesn't include it. Company-wide HR sees every posting and candidate; people whose role works at department level (for example an HR Manager) see only their own department's postings and candidates.

Post a job

1. On Job Postings, click Create Posting.
2. Fill in the Title, Department, Employment Type, number of Vacancies and the Description. Add location, closing date and requirements if you like.
3. Click Create. A new posting starts as a draft — publish it so candidates can be added to it.

Add a candidate and move them along

1. On Candidates, click Add Candidate. Pick the Job Posting and enter their first and last name, email, phone, a link to their CV in Resume URL (it must start with https://) and any notes.
2. As they progress, choose Update Status and pick the next stage.
3. The stages go in order: Applied → Screening → Interview → Offered → Hired.

Delete on a posting closes it to new applications and keeps its candidates. Delete on a candidate (the box says Withdraw) withdraws them — their stage becomes Rejected, and the record is kept. A hired candidate can't be deleted.

Talent › Training

There are three tabs: Programs, My Training and Animated Training. Everyone can see them, but the Programs list itself is filled in only for HR and for people who assign training. Only HR Admins and the company owner can create, edit and delete programmes. Managers, HR Managers and Directors can also see the programmes, so they can use Assign Training too. If Training shows a padlock, it isn't in your plan; if it's missing from the menu, your role doesn't include it.

Create a programme and assign it (HR)

1. On Programs, click Create Program.
2. Enter the Title, Start Date and End Date. Optionally add a trainer, a department (blank means everyone), Max Participants and a description. Save. A new programme starts as a draft — publish it before you assign people.
3. Click Assign Training. Pick the Program and the Employee, and save. Repeat for each person.

The list shows how many people are enrolled against the maximum. Deleting a programme archives it; people already assigned keep their record.

Finish your training (employee)

1. Open My Training to see what's been assigned to you and your progress.
2. When you've finished, choose Mark Complete and confirm.

Take an animated course

1. There's no screen yet for HR to assign animated courses — write to support@verdeshell.com to have one assigned. Once a course is assigned to you, it appears on Animated Training with its deadline and how much you've watched.
2. Click Start (or Continue). Move through the scenes with Next and Previous.
3. Once you've watched every scene, click Take Exam. Answer every question, then click Submit Exam. If the exam has a timer, your answers are sent automatically when time runs out.
4. If you pass, click Get Certificate.