Performance Reviews

From OKRs to performance reviews, one cycle

Run year-end, quarterly or custom performance reviews on a single platform, side-by-side with OKR scores and competency ratings. You set the weights, the system runs the math.

Get Started Free Request a Demo
Free for up to 10 users, no credit card required
Flexible cycles Annual, quarterly, monthly or custom
Weighted scoring Formula tuned to your sources
Scale or score Verbal label or 0-100 numeric
app.devokr.com / period-config
Devokr performance review configuration form
Module Architecture · Flow

OKR and competency merge into a single performance score

An employee's OKR progress (including manager scoring) and competency ratings combine with weights into a single performance score. The system runs the math.

SOURCE MODULES WEIGHTED SCORING OUTPUT OKR Score Goal progress, KR percentages, manager assessment Competency Score Behavior indicators, company-specific Likert scale WEIGHTED SCORING example OKR 90 × 50% = 45 Competency 76 × 50% = 38 FINAL SCORE 83 per employee Flexible period setup · Annual, quarterly, monthly or custom
Automatic Calculation

One performance review score for every employee

Companies can use both OKR scores and competencies with separate weights in their annual or quarterly performance reviews. The result is a single consolidated score.

AK
Ayşe Kaya Marketing Lead · Marketing
Year-End · 2026
Source Raw Score Weight Result
OKR Score3 OKRs · 9 KRs · manager scoring included 85 70% 60
Competency Score5 competencies · self + manager rating 78 30% 23
Final Score 83
The system runs the math. The manager reviews, adjusts if needed, and closes the period.
Fair Evaluation

Employee and manager, same period, separate forms

Every period opens two forms per employee. The manager's score stays hidden from the employee until the manager form is finalized. The order keeps self-evaluation independent of manager scoring.

Employee Form Open
OKR self-evaluation 80
Competency self-rating Meets
Employee note Submitted
Hidden until the manager form is finalized
Manager Form Hidden from employee
OKR score 85
Competency score 78
Manager opinion +3
Intermediate assessments outside the manager's final score are not shown to the employee. Employees can view results only after the evaluation is finalized.
Process

Who does what, and when

The performance review flows through four roles. The calibration step is optional and can be skipped.

ADMIN EMPLOYEE MANAGER CALIBRATION optional Process Design Period, team, weight, scale Self-Evaluation Employee fills their form Score and Finalize System calculates, manager confirms Final Assessment Final evaluator calibrates Result Visible Employee opens the evaluation
Required step Optional or skippable flow
Related Modules

Performance Reviews doesn't work in isolation.

OKR Management

Company, team and individual goals in one hierarchy

360° Feedback

Multi-source rating, its own dedicated module

Competency Management

Behavior indicators and competency library

Frequently Asked Questions

Should performance reviews be quarterly or annual?

Modern practice combines both. Quarterly reviews maintain a continuous record of progress, give faster feedback, and let teams course-correct between cycles. The annual review then serves as a summary moment for compensation and promotion decisions, drawing on the data collected throughout the year. Devokr supports both cadences in the same workflow.

What is performance review calibration?

Performance review calibration is the process of aligning manager ratings before they are finalized, so a "meets expectations" or "exceeds expectations" rating means the same thing across teams. Managers and HR leaders compare ratings, debate edge cases, and adjust outliers to reduce bias and ensure consistency before the cycle closes.

Should performance reviews be tied to compensation?

Most companies tie annual reviews to compensation, but quarterly check-ins are kept separate. Mixing the two cycles makes feedback conversations defensive and adds workload on managers. Best practice: keep continuous check-ins and OKR scores out of compensation, and use the annual review as the single moment that translates a year of evidence into pay decisions.

How does weighted scoring work in performance reviews?

Weighted scoring lets you give different parts of a review different importance. For example, OKR outcomes might count 40%, competencies 40%, and 360° feedback 20%, depending on the role. Devokr supports custom weights per template, so the final score reflects your company's priorities rather than a generic blend.

Can OKR scores be used in performance reviews?

Yes. Devokr brings OKR scores, competency ratings, and 360° feedback into one review form. The OKR score answers what the person achieved, the competency rating answers how they did it, and 360° feedback adds peer perspective. Combined, they replace the single subjective manager rating with structured evidence.

/ Start Your Review Cycle

Run your performance review cycle on Devokr

Run year-end, quarterly or custom performance reviews on a single platform, together with OKR and competency scores. Free up to 10 users.

Get Started Free Request a Demo
Free for up to 10 users, no credit card required