The goal is to provide adequate technological support for the administration of the performance management system cycle. This includes allocation of responsibility (job description), setting of goals aligned with the organization strategy, the follow-up, the performance assessment in the defined period, and the agreed improvement plans.
The results of this process will integrate with other human resources management modules, particularly with training and career plans, remuneration and benefits.

Another goal is to help with the competency assessment process. The module provides support in the planning, definition and development of the assessment processes, and in processing the resulting information. As a main factor, it measures the adequacy degree of the employee profile to the required competencies for the current position.

It is aimed at midsize and large organizations that administrate, or wish to do so, employee management in a systematic way, with the possibility of using different assessment mechanisms. It also provides the possibility to design and administrate a Performance Management policy aligned with the organization strategy and the Competency model.

It administrates different performance assessment tools such as self-assessment, 360º feedback, traditional vertical assessment, inverted vertical assessment.
It allows management and administration of the assessment process by defining indicators, establishing control mechanisms, feeding the database, generating reports and handling communication in a way to ensure total system transparency.

It is also possible to design and implement salary policies or incentive plans based on results. Also, it allows the monitoring of each employee evolution in regard to the difference between the actual and the required competencies. It administrates an assessment calendar and assigns priorities to these processes.

Its relation with the Organizational Management and Competency Management modules allows automatic feedback between systems, thereby producing the adjustment of the acquired level in the competencies required by the job. It requires consultancy to support the development of a systemic vision to define the policies to measure results and the search for improved performance.

The Performance Assessment module allows the definition, management and analysis of the performance assessment forms of all the organization. Then it is possible to relate the results to incentives, bonuses or salary increases. It is also capable of configurating an assessment mechanism based on personal performance. This consists of different assessment types. Each type is identified by a code and it has assessment sub items, theme group, and the possibility to define an assessment schedule.

Buxis – Performance Management also takes into account the assessment calendar defined by the Organization, thus permitting assessment processes periodicity definition.

Buxis HCMS offers two modules for Performance Assessment: Competency Performance Management and Objective Based Performance Management. They can be used independently, but it is worth mentioning that through the Dynamic Portal application, Buxis HCMS can generate indicators based on information resulting from both modules.

The use of these two modules has a Client/Server form and a Web form. Process and assessment planning and definition are done in Client/Server form. Assessment development (in both modules) and objective definition (only in Objective Based Performance) are done in Web form through the Dynamic Portal application. It is possible to use the modules in Client/Server form for all assessment processes, but we suggest doing it in the Dynamic Portal.

The module comes into operation with the definition of the assessment processes. First, the main characteristics are determined: competencies and employees to be assessed, assessors, period to calculate, etc. Then we find three stages that complete the definition of the assessment processes: generation of the list of employees to be assessed, the list of assessors, and the assessment forms. In order to make this process flexible, these stages have both a manual and an automatic phase.
The assessment stage continues with the assessment development. This consists of sending the forms to the assessors, the filling of the forms and the processing of the information to obtain results and indicators.

Buxis – Performance Management considers the use of different performance assessment templates and other assessment methods. Decision of the assessment type to be applied is based on position definition (each position has an associated performance assessment type and a selection process type)

It also admits other methodologies the organization may wish to apply (self assessment, supervisor assessment, peer assessment, subordinate assessment, client assessment). They can be incorporated in the performance assessment processes, the outline and control of the degree of goal achievement such as monitoring the competency gap evolution (developed versus required), or the advances and achievements in a career plan.