# Give every person a clear path forward. Bring staff reviews, KPI results, coaching and development into one place. Give your aesthetic or cosmetic clinic a shared way to reflect on the month, agree what comes next and follow each person's progress. Feature availability depends on your plan, enabled features and access permissions. Canonical HTML: [https://dappleos.com/features/performance-management](https://dappleos.com/features/performance-management) Feature group: [Clinic operations](https://dappleos.com/features/clinic-operations) ## At a glance - **A considered monthly review** Bring results, reflection and coaching into the same conversation. - **Evidence behind the numbers** Connect eligible KPI results and keep manual assessments clear. - **Development that continues** Keep agreed goals, progress and recognition in view. - **Skills and learning together** Record competency assessments, CPD hours and supporting evidence. - **A view across the year** Review completed months and bring the context into annual reviews. ## Make the conversation part of the work. A spreadsheet can hold a score. A useful review also needs the person's reflection, the manager's observations and a clear next step. Keep those records together, from the monthly conversation to the financial-year review. ## Start with the person. Bring the evidence. Give staff a place to reflect before their review, then bring KPI performance, clinical excellence and professional behaviours into a structured conversation. Record coaching alongside the results, with a separate space for the employee's perspective. - **Clear role expectations:** Assign role templates and a manager, with the competencies and KPI rows relevant to the person. - **Employee reflection:** Let the team member prepare their own reflection before the reviewer completes the month. - **A deliberate record:** Complete the review to preserve the scores. Employee acknowledgement follows as its own action. ## Know where each result comes from. Bring eligible catalogue metrics and linked KPI results into the review, alongside manually recorded actuals. Review a result against the role's target and rating bands, then discuss the work behind it. - **Connected where supported:** KPI integration uses the clinic's enabled KPI features and Reporting access. Other rows remain manual. - **Open months stay provisional:** Current-month figures can still change. Completed reviews preserve the scores and rules used at completion. - **Different questions, connected records:** KPI Hub tracks a target's progress. A staff review brings that result into the wider development conversation. [Explore KPIs and targets](https://dappleos.com/features/kpis) ## Leave with a next step you can revisit. Record development goals, due dates and progress alongside coaching. Keep evidence and recognition close to the person, so the next review can pick up where the last conversation ended. - **Agreed development goals:** Keep the goal, plan, due date and progress together. - **Evidence of progress:** Attach supporting evidence to a goal and return to it as development continues. - **Recognition from colleagues:** Staff can recognise a colleague in the programme, with recognition visible in the person's record. ## Give training priorities a visible place. Review recorded assessments across scope-of-practice areas, and keep CPD hours with the evidence that supports them. See what is competent, building, not yet or unassessed without losing the distinction between an assessment and a learning record. - **A competency matrix:** Record assessments against the programme's scope areas and identify areas to discuss. - **CPD with evidence:** Log CPD hours and attach a certificate or attendance record to an entry. - **Professional judgement:** These records support your clinic's development process. They do not independently certify competency or replace professional responsibility. ## Bring the year's progress into focus. Use Performance team reports to review completed-month averages, review status, open goals and CPD hours. Bring the financial year's completed monthly reviews into an annual review, with a written summary and next-year development plans. - **Your Performance team report:** Review the people you are authorised to see, and export the report as PDF or CSV. - **Completed months as evidence:** Annual roll-ups draw on completed monthly reviews. Draft and expired reviews do not count towards those averages. - **Fewer disconnected records:** Bring review notes, development goals and CPD evidence into the same staff workflow instead of maintaining them in separate spreadsheets and documents. [Explore staff scheduling and pay](https://dappleos.com/features/staff-management) ## A thoughtful process. Clear responsibility. Staff development information needs care and context. Keep access deliberate, preserve completed records and leave judgement with the people responsible for the team. - **Access follows responsibility:** Separate reviewer, whole-programme and setup permissions keep staff development information with the people responsible for it. - **Completion is deliberate:** The reviewer completes the review. Its scores and scoring rules are preserved, and the employee can acknowledge the completed record separately. - **A visible reopen history:** Programme managers give a reason when reopening a completed review. The history records the change and whether an earlier acknowledgement was cleared. - **Your judgement stays central:** Metrics, recorded competencies and development goals support a conversation. Your clinic remains responsible for assessments, coaching and employment decisions. ## FAQs ### How is performance management different from KPI tracking? KPIs track a defined measure against a target. Performance management brings those results into a wider staff review with clinical and behavioural competencies, employee reflection, coaching, development goals and recognition. Your clinic can discuss the numbers alongside the context behind them. ### Can we shape reviews around different clinic roles? Yes. Programme managers can configure role templates, KPI rows, competencies and scoring settings, then assign staff to the appropriate template and manager. The review brings those expectations together for each person. ### Do KPI results fill in automatically? Eligible catalogue metrics and linked KPIs can supply results when the KPI integration is available. Other rows use manual actuals. Figures for an open month can still change; completing a review preserves its scores and scoring rules. KPI integration depends on the clinic's Reporting access and enabled KPI features. ### What can a team member see? Team members can prepare their own reflection and access their own development records. Draft reviewer scores and comments stay hidden from the subject until the monthly review is completed. Acknowledging a completed review is a separate employee action. Reviewer and programme-management permissions control wider access. ### Can we keep development goals and CPD evidence together? Yes. Record goals with progress and evidence, log CPD hours and attach an evidence file to a CPD entry. The competency matrix records assessments across scope-of-practice areas. These are your clinic's development records, not independent certification or a substitute for professional judgement. ### Can we review progress across the financial year? Yes. Performance team reports bring together completed-review averages, review status, open goals and CPD hours for the selected period. Annual reviews summarise the financial year's completed monthly reviews. Performance reports can be exported as PDF or CSV; they are separate from the general Reporting report builder. ### How do we get started? Performance management is an add-on. In a demo, we can review your team structure, role expectations, review cadence and existing KPIs, then discuss the setup and access your clinic needs. ## Related features - [Clinic KPIs](https://dappleos.com/features/kpis) - [Staff scheduling and timesheets](https://dappleos.com/features/staff-management) - [Reporting and analytics](https://dappleos.com/features/intelligent-reporting) ## Next step [Book a demo](https://dappleos.com/sales-call)