Employee
Own goals, updates, review stage, appropriate feedback, acknowledgement, and agreed actions.
Act on personal commitments and questions.Performance management dashboard
Find overdue reviews, blocked goals, and open actions
Monitor review completion, goal health, rating differences, overdue work, acknowledgements, and follow-up—then open the employee record behind every signal.
Define what each metric measures, who needs to see it, and what they should do when a review is late or a goal is blocked.
Start with Jodoo’s Free plan for up to five users. No credit card required.
- Operational measures for reviews, goals, and follow-up
- Team and manager context without unnecessary exposure
- Every exception opens the relevant review, goal, or follow-up record
Reviewed by Jodoo’s product and content team · September 6, 2026. Explore the sample records in Excel and Jodoo to choose the format that suits your review process.
Included in the sample appReview, goal, calibration, development, mobile, and dashboard views with sample records.Adapt after installationSet the reminders, permissions, routes, and review rules your team actually uses.
Use metrics that explain process health and required support
These measures describe the performance process and its decisions—not an automated judgment of employee worth.
MetricDefinitionWhat to do next
Cycle completion by stage
Eligible review participants currently in goal setup, self-review, manager review, calibration, acknowledgement, follow-up, or complete.
Open the late stage and resolve missing ownership, evidence, or capacity.
Goal health
Goals grouped by on track, at risk, blocked, needs update, and complete with the latest employee context.
Work blockers and support requests before using goal status in a review.
Manager review turnaround
Elapsed time from completed self-review to submitted manager assessment by team and manager.
Rebalance review work or clarify incomplete inputs.
Calibration variance
Material difference between self, manager, and final rating according to an agreed threshold.
Review evidence and rationale; do not infer bias from variance alone.
Acknowledgement status
Final reviews shared, acknowledged, overdue, questioned, or refused.
Follow up and preserve employee questions without rewriting the outcome.
Development follow-through
Open, overdue, blocked, and verified coaching, development, support, recognition, or improvement actions.
Assign support, change a milestone, or close with evidence.
Design reporting around the decisions each audience owns
Performance information is sensitive; useful access is rarely the same for everyone.
Manager
Team goals, due conversations, review work, blockers, support actions, and follow-up.
Coach, assess, decide, and remove obstacles.People operations
Cycle readiness, completion, returns, calibration work, acknowledgements, permissions, and process health.
Run a consistent and explainable process.Leadership
Aggregated process health, goal risk, support demand, and follow-through with restricted drill-down.
Address systemic constraints without exposing every note.Explore sample goals and reviews behind the metrics
A dashboard built from only clean demo records cannot prove routing, permissions, or operational value.
On track
Current goal result, recent evidence, completed check-in, and no overdue action.
Waiting on manager
Self-review submitted, manager due date approaching, and assessment not started.
Variance to calibrate
Self and manager ratings differ materially with both rationales available.
Follow-up blocked
A development or support action is overdue because its dependency has no owner.
Complete and acknowledged
Final review, employee acknowledgement, and verified follow-up outcome are connected.
Keep performance reporting accurate and proportionate
A polished chart does not compensate for unclear definitions or missing source data.
What belongs on a performance management dashboard?
Use review-cycle completion, overdue work, goal health, calibration exceptions, acknowledgement, and follow-up measures that managers and people operations can act on.
Should the dashboard show individual ratings?
Only to authorized roles with a clear decision purpose. Many leadership views should use aggregated process and support signals rather than expose individual outcomes.
Why must every metric drill down?
The owner needs the source context to verify the signal and act. Without drill-down, the dashboard becomes another report people must reconcile manually.
How should goal completion be interpreted?
With the original target, changed context, evidence, milestone history, and support decisions. A completion percentage alone may reward easy goals or hide blocked dependencies.
Can Jodoo dashboards change?
Yes. A trained administrator can adjust fields, formulas, filters, views, workflow rules, and dashboard widgets around the governed performance records.
What should a dashboard never do?
Do not present passive surveillance or an opaque algorithmic score as a performance decision. Keep accountable human judgment and the supporting context visible.
Start from the management questions
Open the Jodoo applicationOpen the review or goal behind each dashboard exception
Verify definitions, permissions, drill-down, and the response for overdue reviews, blocked goals, calibration differences, and open follow-up.