HomeSolutionsPerformance management
A new employee gets more than an account – they get a clear process.
PDVS brings together the first-login form, assigned tasks, reminders, probation reviews and the annual performance review. Responsibilities, deadlines and decisions are visible in the same employee context.
Rūta Butkienė
In progressProbation: 2026-07-01 — 2026-10-01 · Operator
Mentor
Jonas Petraitis
Training
Occupational safety · Quality
Monthly reviews
1-month review2026-08-01 · T. PetraitisSubmitted
2-month review2026-09-01 · T. PetraitisSubmitted
Final reviewdue 2026-10-01Awaiting
Final review and decision
| Criterion | Rating | Note |
|---|---|---|
| Quality of work | Good | Defect rate below the norm |
| Independence | Sufficient | Needs supervision when switching lines |
| Occupational safety | Very good | Briefings completed on time |
Key functions and business benefits
Not stand-alone forms – managed cycles with deadlines and reminders.
- 01Onboarding formThe new employee submits the required information, which can be returned for correction or approved.
- 02Shared task engineA task is assigned to a specific employee or to a role / department – with a deadline, priority, comments and attachments.
- 03Reminders and escalationOverdue tasks trigger reminders, and tasks left undone longer are escalated to the people responsible.
- 04Probation reviewsMonthly and final reviews record decisions and the need for additional training.
- 05Annual performance reviewEmployee self-assessment → manager's review → HR confirmation or return for correction.
The flow
The annual performance review – three steps, one history.
- 01Employee self-assessmentFills in the form in self-service by the set deadline
- 02Manager's reviewSees the self-assessment, rates, comments, proposes training
- 03HR confirmationConfirms or returns for correction – the decision stays in the employee record
| Task | Employee | Owner | Deadline | Priority | Status |
|---|---|---|---|---|---|
| Probation 2-month review | R. Butkienė | T. Petraitis | 2026-09-08 | Normal | In progress |
| APR — manager's assessment | E. Vaitkutė | T. Petraitis | 2026-09-24 | High | Open |
| Onboarding task: grant system access | K. Šimkus | IT department | 2026-09-02 | High | In progress |
| Acknowledge document KVS-PR-014 | J. Petraitis | HR | 2026-09-12 | Low | Open |
| APR — self-assessment | M. Jankauskas | Employee | 2026-08-28 | Normal | Completed |
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Eglė Vaitkutė
In progressAnnual performance review · Period: 2026-01-01 · until 2026-09-24 · Marketing Specialist · Manager: Tomas Petraitis
✓Employee's part
2Manager's part
3HR approval
Achievement of strategic goalsSubmitted
| No. | Goals or tasks | Target indicator | Actual indicator | Result |
|---|---|---|---|---|
| 1 | Attract 40 new B2B clients | 40 | 44 | 100 % |
| 2 | Reduce customer acquisition cost | −15 % | −9 % | 50 % |
| 3 | Launch the refreshed brand website | Q2 | Q3 | 50 % |
Manager's part · competency assessment
Awaiting1 performs poorly · 2 works independently, partly meets the standards · 3 qualified, good performance results · 4 excellent knowledge, outstanding results
| No. | Competency | Level | Examples, facts |
|---|---|---|---|
| 1 | Initiative | 3 | Proposed a new campaign evaluation procedure |
| 2 | Professionalism | 4 | Independently prepared the annual marketing plan |
| 3 | Teamwork | 3 | Passed knowledge on to two new employees |
The point
Managed cycles, not stand-alone forms. The system itself reminds people who has to act and when, and decisions stay in the employee's context – from day one to the annual review.
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