KPI Matrix
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Your Performance
Using KPI Matrix · Employee Your Performance — the “KPIs” tab If you're an ordinary employee, this is the only KPI screen you'll ever see — and it's entirely read-only. It lives…
Guide version: r1
Module version: 1.4.0 Updated: 2026-07-22 Estimated time: 4 min 1 views
Using KPI Matrix · Employee
Your Performance — the “KPIs” tab
If you're an ordinary employee, this is the only KPI screen you'll ever see — and
it's entirely read-only. It lives on your own profile and shows your latest score, how you're
trending, and where it comes from, category by category.
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You don't configure anything. There's no KPI item in your sidebar and nothing to fill in. Your
manager sets up templates and cycles; the system scores you from work you've already done. This page
just explains what the numbers on your tab mean.
Where to find it
Open your profile
Go to your own Team Member profile page (your name / avatar → profile).
Click the “KPIs” tab
Along the profile's tab strip you'll see a KPIs tab (line-chart icon). Click it — the panel loads your performance card.
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The KPIs tab appears on
your own profile automatically, even if you have no special permission.
To see the tab on
someone else's profile, you need the
kpi_matrix access permission
and that person must be within your allowed scope. See
Permissions.
What's on the tab
Three panels: your headline score, your trend, and the breakdown behind it.
1 · Composite Score
A single big number from 1.00 to 5.00 — the weighted average of all your category scores for
the current cycle — with your rating band underneath.
3.89/ 5.00
Exceeds Expectations
Example: a 3.89 composite lands in the Exceeds band.
Reading your band
Your number falls into one of five bands. Higher is better; the healthy target
for most roles is to sit comfortably in Meets or above.
Outstanding 4.50+
Exceeds 3.50+
Meets 2.50+
Needs Imp. 1.50+
Unsat. 1.00+
ℹ️
If your latest cycle hasn't been calculated yet, the score reads “Not yet calculated” instead of
a number. That's normal early in a cycle — the score appears once your manager (or the nightly job)
runs the calculation.
2 · Score Trend
A line chart of your composite score across review cycles, oldest on the left to newest on the
right, on a fixed 1-to-5 axis in brand teal. It answers the most important question you have about
your own performance: am I improving?
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The trend is what makes KPIs fair over time — one weak cycle in an otherwise rising line reads very
differently from a steady decline. Use it in your one-on-ones to talk about direction, not just this
period's number.
3 · Category Breakdown
A grid of small panels — one per category in your template — each listing the individual
metrics that fed it and their normalized 1–5 score. This is where a headline number becomes
actionable: you can see which area pulled you up or down.
| Category | What it reflects |
|---|
| Attendance & Punctuality | showing up, on time, right hours |
| Task Performance | tasks completed, on time, well, and enough of them |
| Project Delivery | your contribution to shared project work |
| Support & Service Quality | tickets resolved quickly and well |
| Behavioral Compliance | conduct and following process |
| Leave Management | using leave healthily — enough rest, few emergencies |
| Professional Development | certifications, training, growing your skills |
| Time Management | logging your time and staying within schedule |
Not every category appears for everyone — your tab only shows the categories your role's
template actually uses.
Common questions
There was no data to measure it — for example, you had no tickets assigned this period, so the ticket metrics have nothing to score. Blank metrics are simply left out of your score rather than counted as a zero, so they don't unfairly drag you down.
Open the Category Breakdown to find the specific area that's low, then talk to your manager. Every score keeps a full computation log, so a manager can always show you the exact inputs and formula behind any number.
No. By default only you (on your own profile) and managers within whose scope you fall can open your KPIs tab. Colleagues cannot see your scores.
No. A strong rating
recommends a salary step, but a manager must approve it, and even then it becomes a draft salary change that goes through normal payroll approval. See
Salary Progression.
A few metrics are healthiest in the middle, not at the maximum. Doing a moderate amount of overtime, or using a healthy share of your leave, scores best; doing far too much
or far too little both score lower — because both can signal a problem (burnout, or never resting). See
Scoring.
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Want the detail behind the numbers? Read
The 29 Metrics to see exactly
what each one measures, or
Scoring & Rating Bands for how raw data
becomes a 1–5 score. There's also a self-service
API for your own data.
