Goals, reviews and pay on one record.
Goals cascade from the company down to the individual, appraisals roll back up and calibrate against a distribution — all on the same employee record that the pay run and the muster roll already share.
code-inventory
billing-ledger
code-inventory
Performance management / appraisals (Kenya)
SAP SuccessFactors · Lattice · BambooHR
Goals, appraisal and calibration sit on the same employee record that runs payroll and attendance — one house, not three tools stitched together. reconciliation
| LEVEL | GOAL | PROGRESS |
|---|---|---|
| Company | Grow revenue 20% | 62% |
| Department · Sales | +25% | 58% |
| Individual | Close 40 accounts | 27/40 |
| 3 levels | cascaded |
Goals that cascade to the individual.
CascadeCompany objectives cascade to departments and to individual goals and KPIs — each level linked to the one above, so a rep's target traces straight up to the number the business is chasing. code-inventory
| RATING BAND | COUNT | SHARE |
|---|---|---|
| Exceeds | 1 | 20% |
| Meets | 3 | 60% |
| Below | 1 | 20% |
| 3 bands | 5 appraised | 100% |
Appraise, then calibrate.
CalibrateAppraisal cycles gather ratings; a distribution calibrates them so a 'meets' means the same thing across managers — the review is governed, not a lone manager's opinion. code-inventory
appraisal FY2026 Meets · 3.8 / 5
same record attendance + pay one employee, one house
outcome merit + IDP back to the pay group
The review sits where the pay does.
One recordThe appraisal is on the same employee record as attendance and payroll — the merit outcome feeds the pay group, the development plan feeds training, all inside one suite. reconciliation
Everything in the People suite.
In this line| Payroll Engine (statutory-grade) | Live | Formula gross-to-net + Kenya statutory returns. |
| Time & Attendance (biometric) | Live | Device enrollment, daily muster to pay. |
| Recruitment / ATS + Career Site | Live | Postings, pipeline, offers, onboarding. |
| Performance (goals/appraisal) | Live | Goals, KPI, appraisal, calibration. |
| Leave Management | Live | Entitlements, accrual, carry-over. |
| Employee Loans & Advances | Live | Eligibility, approval, in-run recovery. |
| Training & Development | Live | Programs, trainers, completion records. |
| Employee Self-Service | Live | Payslips, requests, announcements. |
| Approval Workflow Engine | Live | 21-table configurable approvals. |
| White-Label & Subscription Billing | Live | REEDS resell layer, per sub-company. |
Goals cascade down; ratings roll up.
Signature · Synthetic data, real workflowCompany goals cascade to departments and individuals, then individual appraisals roll back up and calibrate against a distribution — one performance loop inside the thirteen-submodule People suite. code-inventory
billing-ledger
The performance record sits on the same employee the payroll runs — a suite that pays 450+ employees every month across six organisations, one record from goal to payslip.
On Leysco Akili there is no HR module today — the People suite is a Leysco100-family product, designed but not built on Leysco Akili. We say so plainly.
- cascade company goals to departments and individuals, linked all the way down
- run appraisal cycles that calibrate across managers, not one opinion
- keep goals, reviews and pay on one employee record
- run performance as part of one People suite, not a standalone review tool
A once-a-year form, rated inconsistently and filed away → cascaded goals, calibrated reviews, on the pay record
Part of the house.
RelatedPayroll
Where merit meets pay.
LiveTime & Attendance
The same employee record.
LiveRecruitment
Where the record begins.
LiveThe house has worked SAP Business One since 2017. company-books