ITE PMS — KPI & Performance Management

Help Center

A quick guide to every module inside NewEast PMS — plus a glossary of acronyms used across the app.

How the PMS works — end-to-end process

The flow below shows where each user starts and how the modules feed into one another across a full performance year.

1
Setup & Strategy (HR Admin + Exec)
HR Admin configures BUs, roles (RBAC) and the appraisal cycle (H1/H2). Executives publish the corporate BSC and KPI library. Competency framework is loaded once and reused everywhere.
Settings Roles & Permissions Cycles KPI Library Competencies
2
Cascade & Goal Setting (Managers → Employees)
Corporate KPIs cascade Group → BU → Department → Individual. Employees draft SMART goals in the Goal Builder; managers approve via Workflows. This is where every user first lands on day one.
Goal Cascade Goal Builder Approval Workflows
3
Continuous Performance (year-round)
Between cycles, managers log 1:1 feedback and peers send recognition. Skill gaps and career aspirations are captured so they feed into the appraisal and IDP later.
1:1 Feedback Recognition Skills Career Paths
4
Mid/Year-End Appraisal
Cycle opens → employee self-review → 360° inputs collected → manager rates goals + competencies → IDP agreed. All prior feedback, recognition and skill data auto-populate the appraisal.
Appraisals 360° Feedback
5
Calibration & Talent Review (HRBP + Leadership)
Ratings are calibrated against the bell curve. Employees plot on the 9-Box (Performance × Potential). High-potentials feed Succession pools; What-If lets leadership stress-test scenarios before locking results.
Calibration 9-Box Succession What-If
6
Reward & Action (HR + Finance)
Calibrated ratings drive merit increases and STI bonuses. Letters auto-generate. Underperformers move to a PIP; high performers route to Succession & Career Paths.
Merit Matrix Bonus / STI Letters PIP
7
Insights & Governance (continuous)
Reports surface BSC scores, distribution and pay-gap. Attrition Risk flags retention actions. Audit logs every change for compliance. Employees directory is the master record used everywhere.
Reports Attrition Risk Audit Log Employees

Flow at a glance: Settings → KPIs → Goal Cascade → Goal Builder → (continuous Feedback, Recognition, Skills) → Appraisals + 360° → Calibration → 9-Box → Succession / PIP / Comp (Merit + Bonus + Letters) → Reports & Audit.

Acronyms & Glossary

Every shorthand you'll see in dashboards, menus and letters.

Term	Stands for	What it means here
PMS	Performance Management System	The overall platform — goals, appraisals, talent and compensation in one place.
KPI	Key Performance Indicator	A measurable target (e.g. 'On-time delivery ≥ 95%') used to track performance.
BSC	Balanced Scorecard	Strategy framework with 4 perspectives: Financial, Customer, Internal Process, Learning & Growth.
BU	Business Unit	An operating segment or country office (e.g. UAE Logistics, KSA Trading, Japan Office).
SMART	Specific, Measurable, Achievable, Relevant, Time-bound	Quality criteria every goal must meet before approval.
IDP	Individual Development Plan	Personal learning & growth plan attached to an appraisal.
PIP	Performance Improvement Plan	Formal 30/60/90-day plan for underperformers with milestones and exit criteria.
360°	360-degree Feedback	Feedback collected from manager, peers, direct reports and (optionally) customers.
9-Box	Nine-Box Grid	3×3 talent matrix plotting current performance against future potential.
HRMS	Human Resources Management System	Source-of-truth HR system (e.g. SAP SuccessFactors, Oracle HCM) that PMS syncs with.
RBAC	Role-Based Access Control	Permissions assigned by role (HR Admin, Line Manager, Employee) rather than per-user.
STI	Short-Term Incentive	Annual cash bonus tied to performance rating and BU achievement.
LTI	Long-Term Incentive	Multi-year reward (shares, deferred cash) — referenced in letters & comp modules.
Compa-ratio	Comparative Ratio	Salary ÷ midpoint of pay range. Used in the merit matrix to balance increases.
OTD	On-Time Delivery	Sample operational KPI used across logistics BUs.
H1 / H2	Half-year 1 / Half-year 2	Semi-annual appraisal cycles (Jan–Jun, Jul–Dec).
EBITDA	Earnings Before Interest, Tax, Depreciation & Amortization	Group-level financial KPI cascaded in the strategy map.

Modules

Each row links to the live module with an example use case.

Module	Description & example
Dashboard Dashboard	Executive landing page with headline KPIs, cycle status and quick links. Example: a Country MD lands here to see UAE's overall BSC score and pending approvals.
KPI Library Goals & KPIs	Library of cascaded BSC KPIs with weights, owners, formulas and data sources. Example: 'Revenue Growth %' (Financial, weight 25%) owned by CFO, sourced from SAP.
Goal Cascade Visualizer Goals & KPIs	Visual strategy tree showing line-of-sight from Group → BU → Department → Individual goals. Use to prove every employee goal ties back to corporate strategy.
SMART Goal Builder Goals & KPIs	Form-based SMART goal editor with templates per job family. Example: a Sales Manager picks 'Pipeline Growth' template and tailors target + due date.
Appraisal Workspace Appraisals	End-to-end appraisal workspace: self-review, manager review, scoring, IDP and coaching notes. Used by employees and line managers during H1/H2 cycles.
Cycle Management Appraisals	Open, freeze and close appraisal cycles (H1, H2, probation, project). Example: HR Admin freezes H1-2026 to lock ratings before calibration.
360° Feedback Appraisals	Run multi-rater 360° feedback campaigns with anonymity controls. Example: launch a 360° for all Directors before promotion decisions.
Calibration Sessions Appraisals	Moderation sessions where leadership adjusts ratings to fit a bell curve and remove manager bias. Example: HRBP runs a UAE Sales calibration to cap '5 - Outstanding' at 10%.
9-Box Grid Appraisals	9-Box talent matrix (Performance × Potential). Example: identify 'High Potential / High Performer' employees for succession and accelerated development.
Employees Talent	Searchable employee directory with current rating, appraisal status, manager and BU. Used as the entry point to any individual record.
Succession Planning Talent	Identify critical roles and successor pools with readiness horizons (Ready Now / 1-2 yrs / 3+ yrs). Example: 3 successors mapped to 'GM - KSA Trading'.
Competency Framework Talent	Behavioral, core and technical competency library with 5 proficiency levels (L1 Awareness → L5 Expert). Example: 'Strategic Thinking' L4 required for Director roles.
Career Pathing Talent	Visual ladders per job family showing vertical promotions and lateral moves. Example: Sales Executive → Sr. Sales Exec → Account Mgr → Sales Manager.
Skills Matrix Talent	Skills heatmap and gap analysis across teams. Example: Operations team is red on 'WMS Configuration' — triggers a training plan.
Improvement Plans (PIP) Performance	Performance Improvement Plan tracker with 30/60/90-day milestones, coaching log and exit criteria. Example: PIP opened for an employee rated '2 - Needs Improvement' two cycles in a row.
Continuous Feedback Performance	Continuous 1:1 feedback timeline — praise, coaching, course-corrections logged year-round (not just at appraisal time).
Recognition & Kudos Performance	Peer-to-peer kudos and recognition leaderboard. Example: 'R. Al Hashimi' received 12 kudos this quarter for cross-BU collaboration.
Merit Increase Matrix Compensation	Annual merit increase matrix: rating × compa-ratio decides recommended % increase. Example: rating 4 + compa-ratio 90% → 7% increase.
Bonus Calculator Compensation	Short-Term Incentive (STI) calculator: individual rating × BU multiplier × target % of salary. Example: 4-rating × 1.1 BU × 15% target = AED 24,750 bonus.
Letters & Documents Compensation	Auto-generated letter templates (increment, promotion, PIP, warning) with merge fields pulled from the employee record.
Workflows Workflows	Configurable approval workflows. Example: a goal change > 20% weight requires HRBP + Country Head approval before saving.
Reports Analytics	Standard reports: BSC scorecard, BU trends, rating distribution, completion %, gender pay-gap. Exportable to Excel and PDF.
Attrition Risk Analytics	Predictive flight-risk scoring using rating trend, tenure, engagement and comp-ratio signals. Example: flags 14 high-performers as 'High Risk' for retention action.
What-If Simulator Analytics	Scenario simulator — change a BU's weights or ratings and see the impact on group score before committing. Example: 'What if KSA Sales hits only 80% of target?'
Settings Admin	Bilingual (EN/AR) toggles, BU setup, HRMS integration mapping, cycle defaults, branding.
Audit Log Admin	Immutable audit log: who changed what, when and why. Example: search 'rating change' to see every manual override in H1-2026.
Roles & Permissions Admin	RBAC matrix — define what each role (HR Admin, Line Manager, Employee, Auditor) can view, edit, approve or export. Includes delegation for leave coverage.