The P-Rater is an integrated performance appraisal software that automates the entire performance management process — from goal setting and performance contracting to appraisals and reporting.
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This requires organizations to have effective systems and tools to ensure a transparent, disciplined and data-driven approach to performance management.
The P-Rater is a unique performance management solution built by experts in performance management to deal with the issues in performance management holistically.
The P-Rater starts from the strategy alignment and performance contracting phase of the performance management process.
It then allows employees to capture the evidence of their performance and the outcomes of periodic one-on-one discussions.
It also allows for the recording of the outcomes of performance appraisals and the decisions thereof including performance improvement plans.
It is a robust end-to-end performance management software that speaks to all issues in performance management.
Many organizations and leaders focus too much on performance appraisals, without paying attention to the broader performance management process that is much more important than the appraisal.
It is no surprise that even the technology tools that they use, focus almost entirely on “appraisals”, ignoring the first law of performance management that requires us to build on a foundation of performance contracts and the second that requires evidence of ongoing performance to be kept.
The P-Rater incorporates these two laws and much more in ensuring that the entire performance management system is automated and supports the organization in ensuring that performance improves.
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Strategy Managers & Officers
CEOs and COOs
OD & Performance Management Specialists
HR Managers & Officers
Organizations that prioritize performance
Organizations of all sizes
The P-Rater is an integrated performance appraisal software that automates the entire performance management process — from goal setting and performance contracting to appraisals and reporting. It is designed for HR administrators, line managers, and employees to ensure fair, transparent, and evidence-based performance management.
PRater transforms performance management by making it structured, transparent, and data driven. Employees can co-create performance goals with their managers, capture evidence of performance throughout the year, and engage in one-on-one discussions. Line managers can validate goals, appraise results, and track progress, while HR administrators have full oversight, reporting capabilities, and moderation controls.
Performance goals in P-Rater are structured as Personal Scorecards (PSCs) combining results-based KPIs and behaviour-based KPIs. Results KPIs draw from the balanced scorecard perspectives (Financial, Customer/Stakeholders, Process/Risk, People & Learning), while behaviour KPIs are linked to organizational values. Each KPI is weighted, scored using rubrics, and supported by evidence of performance, ensuring objective measurement.
Yes. P-Rater allows organizations to customize structures, job families, grades, and KPI weights. It also integrates organizational branding (logos, fonts, stationery) into the interface. Security is enforced through role-based access (HR Admin, Line Manager, Employee), password authentication, and employee ID–based logins, ensuring data integrity and confidentiality.
P-Rater offers comprehensive reporting for different user levels. Employees can access their own performance and one-on-one reports. Line managers can generate reports for their direct reports, including goal tracking, appraisal results, and evidence of performance. HR administrators can generate organization-wide reports, including counts and detailed breakdowns by department, division, unit, line manager, employee, and appraisal stage.
We’d love to hear from you. Whether you’re exploring P-Rater for your organization, need product support, or want to partner with us — our team is ready to help.
Reach out for inquiries, demo requests, or support. We’ll get back to you as quickly as possible.
