The training your barista finished on Monday counts in their review on Friday.

Bidvest mapped 100+ job roles, each with their own KPIs. They did it once. Setup for this year's cycle took 5 minutes. Every review since uses the same library.

Build a library of roles — Store Manager, Barista, Shift Lead, Area Manager. Each role has its own KPIs, weighted by importance, organized into sections like Customer Experience, Operational Excellence, and Company Values. Numeric KPIs have target bounds. Subjective ones use a rating scale you configure. Define the role once and every review of that role uses the same KPIs — no re-entering, no drift across regions, no goalposts that move mid-cycle.

The 2-step way: the person writes a self-review. The manager writes theirs. Cycle closes. Fast, familiar, the 80% case.

The 3-step way (the one Bidvest chose for almost 2,000 people): same first two steps — but the manager cannot see what the person wrote about themselves until after they submit their own review. Then the two of them sit down together and calibrate the final score in a real conversation. No anchoring. No starting from “is their 4 right or wrong?” before you've formed your own opinion. Bidvest is running 3-step calibration across their whole workforce this May.

A frontline retail customer runs the whole cycle on mobile, end-to-end. Staff write their self-review on their phone, in the time it takes to walk between the back office and the floor. Managers do the final review on their phone too — between site visits, between shifts, in the carpark. No calendar invites. No meetings. The whole cycle runs async, and it closes faster than the old paper version did.

Whichever flow you pick, the system enforces it. The KPIs are locked the moment the cycle opens — no moving goalposts mid-cycle.

And it works for both shapes of team: HR or admin runs the cycle for the whole organization at once (Bidvest's pattern). Or a regional manager runs their own quarterly cycle for their team, on their timeline. Same review form. Same rules. The org chooses; the system supports both.

A heatmap by location and role tells the whole story in one image. Green means on track. Amber means drift — worth flagging before it costs you. Red means a blind spot that needs a conversation this week. Drill from the network view down to a single team, a single person, a single KPI.

Every score on this dashboard came from real work — a completed training, a passed practical assessment, a manager observation, a KPI rating from a review. No separate data entry. The number is the number because someone actually did the thing.