Employee Performance Management (EPMS) App Overview

Transform performance management from annual check-ins to continuous growth conversations with AI-powered insights and modular tools.

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What is the EPMS App?

The Employee Performance Management System (EPMS) is a comprehensive, modular platform that helps organizations manage the full performance lifecycle—from goal setting and continuous feedback to formal reviews and merit-based compensation. Unlike legacy systems, EPMS integrates AI-powered analytics to predict outcomes, identify flight risks, and recommend development opportunities.

Core Value Proposition:

• 🎯 Goal Alignment — Cascade organizational objectives to individual goals with SMART scoring
• 🔄 Continuous Feedback — Replace annual reviews with ongoing performance conversations
• 📊 Predictive Insights — AI-powered turnover risk, high-potential identification, and performance trends
• 💰 Merit & Compensation — Data-driven merit matrices tied to performance outcomes

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At a Glance

📊 Modules Available	⏱️ Setup Time	🔗 Integrations	📱 Mobile Ready
10+ configurable	30-60 minutes	OKR Hub, Training, Recognition	✅ Yes

Perfect For:

• 🏢 HR Teams — Centralize performance data with configurable review cycles
• 👥 Managers — Track team goals, provide feedback, and identify development needs
• 📈 Executives — Access predictive analytics and compensation insights

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How It Works

Performance Management Workflow

┌─────────────────────────────────────────────────────────────────────────┐
│                    CONTINUOUS PERFORMANCE CYCLE                         │
├─────────────────────────────────────────────────────────────────────────┤
│   ┌──────────────┐         ┌──────────────┐         ┌──────────────┐   │
│   │  SET GOALS   │───▶     │   FEEDBACK   │───▶     │   REVIEWS    │   │
│   │  & OKRs      │         │  & CHECK-INS │         │  & RATINGS   │   │
│   └──────────────┘         └──────────────┘         └──────────────┘   │
│          │                        │                        │           │
│          ▼                        ▼                        ▼           │
│   ┌──────────────┐         ┌──────────────┐         ┌──────────────┐   │
│   │ AI SMART     │         │ CONTINUOUS   │         │ MERIT MATRIX │   │
│   │ SCORING      │         │ IMPROVEMENT  │         │ & REWARDS    │   │
│   └──────────────┘         └──────────────┘         └──────────────┘   │
└─────────────────────────────────────────────────────────────────────────┘

Integration Ecosystem

                              ┌─────────────────┐
                              │      EPMS       │
                              └────────┬────────┘
                                       │
         ┌─────────────┬───────────────┼───────────────┬─────────────┐
         ▼             ▼               ▼               ▼             ▼
   ┌───────────┐ ┌───────────┐ ┌───────────┐ ┌───────────┐ ┌───────────┐
   │  OKR Hub  │ │ Training  │ │Recognition│ │Succession │ │   ADP     │
   │           │ │  Connect  │ │           │ │    Hub    │ │Integration│
   └───────────┘ └───────────┘ └───────────┘ └───────────┘ └───────────┘

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Key Features

🎯 Goals Management

Set, track, and achieve individual and team goals with intelligent progress monitoring.

Feature	Description
Goal Creation	Create goals with title, description, priority, target dates, and success criteria
SMART Scoring	AI-powered analysis rates goals on Specific, Measurable, Achievable, Relevant, Time-bound criteria
Progress Updates	Track progress with regular updates, challenges faced, and support needed
Workflow Approvals	Three-tier workflow: Employee Review → Manager Finalization → Leadership Approval
Goal Templates	Reusable templates for common goal types
Cascaded Goals	Link individual goals to organizational OKRs via OKR Hub integration
Goal Rollover	Roll incomplete goals to next period with preserved history

Use Case: A sales manager creates quarterly revenue goals for their team, each linked to company OKRs. The AI SMART scorer suggests improvements, and progress is tracked weekly with automatic deadline alerts.

💡 Pro Tip: Use the “Suggest Cascaded Goals” feature when creating performance reviews to automatically recommend goals aligned with organizational objectives.

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📋 Performance Reviews

Comprehensive review cycles with configurable templates, self-assessments, and multi-rater feedback.

Feature	Description
Review Templates	Customizable templates with rating scales, competency assessments, and goal linking
Self-Assessments	Employees complete self-assessments before manager reviews
Review Workflows	Status progression: Created → In Progress → Completed → Approved → Archived
Rating Analytics	Team calibration views and rating distribution analysis
Review Automation	Auto-schedule reviews based on hire dates (probationary, annual, quarterly)
Bulk Operations	Create reviews for multiple employees simultaneously
Historical Tracking	Access past reviews and track performance trends over time

Use Case: HR configures annual review cycles that automatically include goal achievement data, competency ratings, and 360 feedback summaries.

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🔄 360-Degree Feedback

Gather multi-perspective feedback with nomination workflows and anonymity options.

Feature	Description
Feedback Cycles	Create cycles with start/end dates, nomination and feedback deadlines
Nomination Management	Employees nominate peers, managers approve nominations
Relationship Types	Peer, manager, direct report, and self-assessment feedback
Anonymous Options	Configure anonymous feedback for candid responses
Response Tracking	Monitor completion rates by participant and relationship type
Report Generation	Auto-generate individual feedback reports with aggregated scores
Quality Scoring	Analyze response quality based on word count and detail

Use Case: A quarterly 360 cycle collects feedback from peers, direct reports, and cross-functional partners, generating comprehensive development insights.

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💬 Continuous Feedback

Enable real-time feedback exchange outside formal review cycles.

Feature	Description
Feedback Types	Praise, constructive, goal progress, and general feedback categories
Visibility Controls	Public, manager-only, or HR-only visibility settings
Acknowledgment Workflow	Recipients acknowledge feedback to confirm receipt
Draft Mode	Save feedback as drafts before sending
Search & Filter	Find feedback by type, status, date range, or content
Sentiment Analysis	Track positive vs. constructive feedback trends
Weekly Digests	Email summaries of recent feedback activity

Use Case: After a successful project delivery, team members share praise through continuous feedback, which managers see in their dashboard and reference in upcoming reviews.

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💼 Merit Matrix & Compensation

Link performance outcomes to compensation decisions with budget controls and approval workflows.

Feature	Description
Merit Matrices	Define increase percentages based on performance rating and salary position
Budget Management	Set and track department-level merit budgets with utilization alerts
Calculation Engine	Auto-calculate recommended increases based on matrix rules
Approval Workflows	Multi-level approval with manager and HR sign-off
Compensation Analytics	Pay-performance correlation analysis and budget forecasting
Reward Letters	AI-generated reward letters with e-signature workflows
ADP Integration	Sync salary data with ADP payroll systems

Use Case: HR creates a merit matrix for the annual compensation cycle. Managers see recommended increases based on each employee’s review rating and compa-ratio, with real-time budget tracking.

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🧠 Predictive Analytics

AI-powered insights to proactively manage talent risks and opportunities.

Feature	Description
Turnover Risk Predictions	Identify employees at risk of leaving based on engagement and performance signals
High-Potential Identification	Flag employees ready for advancement or leadership roles
Performance Trend Analysis	Track improving, stable, or declining performance patterns
Risk Alerts	Automated alerts when predictions exceed thresholds
Model Training	Configure and retrain prediction models with business data
Actionable Insights	Prioritized recommendations with suggested interventions
Dashboard & Reports	Executive dashboards with drill-down analytics

Use Case: The predictive analytics dashboard flags three engineering team members with elevated turnover risk. HR proactively schedules retention conversations before issues escalate.

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📚 Development Plans

Create structured growth paths with milestone tracking and PIP support.

Feature	Description
Development Plans	Create plans with goals, milestones, and completion targets
Performance Improvement Plans (PIPs)	Formal PIP creation with check-in frequencies and success criteria
Milestone Tracking	Track progress on individual development objectives
Training Integration	Link to Training Connect for recommended courses
Manager Reviews	Periodic review deadlines with manager sign-off
Status Workflows	Active, completed, on-hold, and cancelled statuses

Use Case: A manager creates a development plan for a high-potential employee, linking training courses from the LMS and setting quarterly milestone check-ins.

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⚖️ Disciplinary Actions

Manage progressive discipline with escalation workflows and documentation.

Feature	Description
Progressive Discipline	Verbal counseling → Written warning → Final warning → PIP escalation
Issue Type Tracking	Categorize by attendance, performance, conduct, policy violations
Employee Acknowledgment	Digital acknowledgment with refusal-to-sign option
HR Review Workflow	HR oversight before final warnings and PIPs
Expiration Tracking	Auto-expire actions after configured duration
Escalation Automation	One-click escalation to next discipline level
Audit Trail	Complete history of actions, acknowledgments, and resolutions

Use Case: A manager issues a verbal counseling for attendance issues. If the pattern continues, the system prompts escalation to written warning with all documentation preserved.

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📊 Competency Assessment

Evaluate skills against frameworks with gap analysis and development recommendations.

Feature	Description
Competency Frameworks	Define skills and proficiency levels by role/department
Self & Manager Assessments	Dual-perspective competency ratings
360 Competency Feedback	Include competencies in 360 feedback cycles
Gap Analysis	Identify skill gaps between current and required levels
Development Linking	Connect gaps to development plan recommendations

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🔔 Notifications & Automation

Stay informed with configurable alerts and automated workflows.

Type	Description
Goal Deadlines	Alerts when goals approach or pass target dates
Review Reminders	Notifications for pending self-assessments and manager reviews
Feedback Requests	Alerts for new feedback requests and pending responses
Merit Calculations	Budget warnings and approval notifications
PIP Check-ins	Reminder for scheduled PIP review meetings
Certification Expiry	Alerts for expiring skills certifications

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🤖 AI Agent

Conversational AI assistant for performance management queries and actions.

Capability	Description
View Reviews	“Show me my performance reviews”
Track Goals	“What are my active goals?”
Submit Feedback	“Give feedback to Sarah on the project”
OKR Analysis	AI-powered analysis of goal alignment and progress
Goal Scoring	Smart scoring of goals based on SMART criteria
Reward Letters	Generate AI-assisted recognition letters

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User Roles & Permissions

Role	Capabilities
Employee	View own goals, reviews, feedback; complete self-assessments; acknowledge disciplinary actions
Manager	Create team goals; conduct reviews; provide continuous feedback; view team analytics; issue disciplinary actions
HR Admin	Configure review templates; manage merit matrices; access predictive analytics; HR review of PIPs
Admin	Full system configuration; enable/disable modules; manage permissions

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How We Compare

See how MangoApps Workforce EPMS stacks up against leading enterprise solutions:

Feature	MangoApps Workforce	Lattice	15Five	Culture Amp
Performance Reviews	✅	✅	✅	✅
Goal Management & OKRs	✅	✅	✅	✅
360-Degree Feedback	✅	✅	✅	✅
Continuous Feedback	✅	✅	✅	✅
Predictive Analytics	✅	⚡	❌	⚡
Merit Matrix & Compensation	✅	✅	❌	❌
Disciplinary Actions	✅	✅	❌	❌
AI SMART Goal Scoring	✅	❌	❌	❌
Unified Platform	✅	❌	❌	❌

Legend: ✅ Included

❌ Not Available

⚡ Limited/Add-on

Why MangoApps Workforce?

• 🔗 Unified Platform — EPMS integrates seamlessly with OKR Hub, Training, Recognition, and Succession in one system
• 💰 All-Inclusive — Predictive analytics, merit matrix, and disciplinary workflows included without add-on fees
• 🤖 AI-Native — Built-in SMART scoring, predictive insights, and AI assistant from day one

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Getting Started

For Employees

1. Access EPMS from the main navigation menu
2. View your dashboard with current goals, pending reviews, and feedback
3. Complete self-assessments when review cycles are active
4. Request and give continuous feedback to colleagues

For Managers

1. Navigate to the Team Management tab in EPMS
2. Create and assign goals for team members
3. Track team goal progress and provide updates
4. Conduct performance reviews and calibrate ratings
5. Monitor flight risk alerts and engagement scores

For Administrators

1. Enable EPMS modules in Marketplace Apps settings
2. Configure review templates and rating scales
3. Set up merit matrices with budget allocations
4. Enable predictive analytics and configure alert thresholds
5. Set notification preferences and automation rules

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Best Practices

• ✅ Set SMART goals — Use the AI SMART scorer to ensure goals are specific, measurable, and time-bound
• ✅ Enable continuous feedback — Supplement formal reviews with ongoing feedback conversations
• ✅ Review predictive alerts weekly — Proactively address turnover risks and performance declines
• ✅ Cascade organizational objectives — Link individual goals to company OKRs for alignment
• ✅ Calibrate ratings — Use team calibration views to ensure consistent rating standards
• ✅ Document disciplinary actions — Maintain complete records with acknowledgment workflows

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Frequently Asked Questions

Q: Can I use only some EPMS modules?
A: Yes, EPMS is fully modular. Enable only the features you need (e.g., goals and reviews without merit matrix) through the configuration settings.

Q: How does the goal approval workflow work?
A: Goals can be configured with three-tier workflow: managers create goals, employees review and provide input, managers finalize, and leadership approves. You can also disable approval workflows for simpler processes.

Q: Are 360 feedback responses anonymous?
A: Yes, anonymity is configurable per feedback cycle. When enabled, reviewers’ identities are hidden in reports while maintaining response integrity.

Q: How accurate are the predictive analytics?
A: Prediction models improve over time with your organization’s data. Initial models use industry benchmarks, and accuracy increases as the system learns from actual outcomes (validated predictions).

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Related Resources

• Goals Management Guide — Deep dive into goal creation and tracking
• Performance Reviews Guide — Complete review cycle walkthrough
• 360 Feedback Guide — Setting up and running 360 cycles
• Predictive Analytics Guide — Understanding AI-powered insights
• Development Plans Guide — Creating growth paths and PIPs

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Elevate your performance management from annual paperwork to continuous growth.