beqomPay Suite - Performance Management feature release notes

beqomPay Suite 23.0

PDF generation for career development plans

With this release, administrators can now generate PDFs of career development plans in Workbench > Performance Management > Career Development Plans. They can do so by clicking the name of the plan and later selecting Generate PDF from the action menu found on the worker list in the Manage plans tab. They can also click View plan under the worker's name on the list and then click the Generate PDF button on the plan view page.

Two entry points for generation of a career development plan PDF

PDFs can be generated regardless of the career development plan's stage, workflow progress, or worker status, whether active or inactive. The content of the PDF reflects exactly what the admin sees in the UI. Generated PDFs include all submitted and published data, goals, descriptions, sections, and structure. Draft manager inputs that have not yet been submitted, as well as chat conversations between the manager and the worker, are excluded from PDF documents.

Participants section added to career development plan PDFs

We have added a new Participants section to career development plan PDFs. It appears before the Stage section. The Participants section includes the worker and the manager assigned to the process, including reassigned or system-assigned managers. This gives clearer context and ownership visibility in exported documents, which proves especially useful for audits and external sharing.

Participants section in a generated PDF

Deletion of career development plans

Users who have access to the portal for career development processes, namely local and global owners, can now delete career development plans within Workbench > Performance Management > Career Development Plans.

Only plans that are not in the Closed stage can be deleted. Therefore, administrators cannot select or delete closed plans. They can select a single plan, multiple plans, or all plans on the current page in the Manage plans tab. Afterward, when the admin clicks the Delete selected button located above the worker list, a pop-up displays the number of selected plans, warning them that the action cannot be undone. Upon confirmation, the system processes the deletion and refreshes the list.

Deletion of two plans in the Manage plans tab

Deleted plans are removed from the portal's worker list through a soft deletion. They are no longer visible in the Planner for managers or in Passport for workers. Deleted plans cannot be restored via the UI, are excluded from filters and search, and return a 403 error if accessed via an old link.

Crucially, deletion does not affect other ongoing processes, and the system prevents inconsistencies if multiple admins act simultaneously. In addition, reassignment and PDF features remain unaffected.

Together, these capabilities enhance administrative control, reporting, and data visibility for career development plans. From PDF generation with key participant data to the new plan deletion option, users now have more tools at their disposal to manage career development processes effectively.

beqomPay Suite 22.1

New portal for career development plan management

Version 22.1 of the Pay Suite platform brings a new portal view for career development processes. In this dedicated management interface, administrators and template owners can now centrally oversee and control career development plans at scale.

The portal is accessible to both local and global template owners in Workbench > Performance Management > Career Development Plans. To open the portal, the user must click the name of a published career development plan template or select the new Manage option in the action menu. A full career development plan management page is then displayed.

Manage option in the new portal

The portal includes two tabs. The Move stages tab allows administrators to move career development processes backward in the workflow. They can choose plans in the Closed and Manager feedback stages and apply additional filters such as organizational unit, manager, cost center, country, or specific worker. The system supports transitions from Closed to Manager feedback, Closed to Worker self-assessment, and Manager feedback to Worker self-assessment, executed via the New plan stage dropdown and the Move career development plans button. A confirmation pop-up appears before execution, and a success banner shows the total number of moved plans, including information about a partial success if any plans are skipped during the process. Importantly, admins can select career development plans in bulk. When a plan is moved, all worker and manager inputs revert to draft mode and must be resubmitted per the workflow. Refusal flags are reset when moving to Worker self-assessment and preserved when moving to Manager feedback. In cases where a worker's manager has changed since closure, the new manager becomes the active participant after reopening, with visibility of prior manager inputs governed by system settings.

Move stages tab

The Manage plans tab provides granular control over individual career development processes through a filterable worker table. From this view, administrators can open a career development plan via the View plan button beneath each worker's name. The view matches the manager experience, with draft inputs and chat hidden for the administrator. A pop-up is displayed when viewing inactive users. Admins can also reassign the plan to another manager by selecting Reassign manager from the action menu. This applies to plans in the Worker self-assessment or Manager feedback stages. Upon reassignment, the new manager immediately becomes an active participant, which proves useful when the original manager is unavailable or cannot participate in the process. Additionally, the tab offers the Generate PDF option.

Manage plans tab

Portal visibility is restricted by each administrator's ABAC scope, and reassignment targets are likewise filtered based on the admin's ABAC permissions, ensuring that access remains secure and scalable at every level.

The new portal ensures centralized management of career development plans. HR teams handling large populations benefit from significantly improved efficiency, while controlled workflow adjustments provide the flexibility needed to adapt to organizational changes.

Demo

beqomPay Suite 22.0

Career development plan reassignment

With this release, we have added a career development plan reassignment feature. The feature allows managers to transfer ownership of an active career development plan to another manager directly from the Career development plan form when necessary. Once reassigned, the new manager becomes responsible for completing the manager part of the process.

To enable this capability, a new setting is available in Workbench > Performance Management > Career Development Settings: Allow line managers to reassign career development plans to other users. When enabled, managers see the Reassign manager option within the Career Development form.

The reassignment process is straightforward. The manager opens an active career development plan using Planner > Career Development, clicks Reassign manager, selects a new manager from the dialog, and confirms the transfer by clicking the Reassign button. The newly assigned manager then gains the same permissions and responsibilities previously held by the original manager.

Reassign manager dialog

Career development plans can be reassigned during the Worker self-assessment and Manager feedback stages.

After reassignment, the original manager no longer sees the process during the active stage, though it becomes visible again in the Planner once completed.

Plan reassignment information in the Planner

The newly assigned manager receives a notification about the reassigned career development plan and can open the Career Development form to provide their inputs. Reassigned career development plans appear in a new Assigned plans section in the Passport, which is displayed only when at least one career development plan has been reassigned to the user.

Assigned plans section in the Passport

It is important to note that draft inputs created by the original manager are not visible to the newly assigned manager. The reassigned manager continues the process with their own inputs. On the worker side, workers can see that their career development plan has been reassigned and which manager is now responsible for their review.

A career development plan can be reassigned multiple times if needed. However, the original manager cannot undo, and the reassigned manager cannot refuse, the reassignment.

The new feature helps organizations handle situations such as manager changes, temporary absences, or incorrect initial assignments. It ensures continuity of the process, so career development can progress smoothly.

beqomPay Suite 21.0

PDF generation by HR Admins

The 21.0 release of the Pay Suite application offers HR admins the ability to generate and later print a PDF of any worker's performance review directly from Workbench. This capability provides consistent access to documentation for reporting, audits, or internal use. As a result, organizations can streamline compliance workflows, respond more quickly to audit requests, and maintain a complete paper trail without relying on manual exports or separate systems.

It is now possible to generate PDF performance reviews in two ways: while viewing the review and using the three-dot action icon in the Manage reviews list.

• HR admins can access the feature via Workbench > Performance Management > Performance Review Template > <three-dot icon next to the relevant review> > Manage in the drop-down menu.

Then, in the Manage reviews tab, Admins will see another review list with an eye (view) icon and a three-dot icon.

The eye icon opens the review in read-only mode, with a newGenerate PDF button, as illustrated in the following figure:

New Generate PDF button for HR Admins

Alternatively, HR Admins can generate performance review PDFs by clicking the three-dot icon next to the eye icon in the Manage reviews tab, and then clicking Generate PDF in the action menu, as illustrated in the figure below:

Generate PDF option in Manage reviews

The Generate PDF option is available regardless of the status of the review (in progress, submitted, or closed).

The resulting PDF mirrors the content seen by the HR Admin in the interface, ensuring the document accurately reflects what is displayed on the screen. Any unsubmitted draft inputs from the manager are excluded, so the PDF performance review only contains finalized, reliable information.

beqomPay Suite 20.0

Manager reassignment by Admin in reviews

HR Admins can now reassign in-progress performance reviews directly from the Workbench > Performance Management > Performance Review Templates, providing greater flexibility in managing the review process. This capability addresses situations where the originally assigned manager becomes unavailable, ensuring reviews can continue without interruption. By removing single-point dependencies and reducing potential bottlenecks, this enhancement helps organizations maintain momentum in their performance management cycles and ensures employees receive timely feedback regardless of manager availability changes.

A new column was added to the review list under Workbench > Performance Management > Performance Review Templates > <ReviewName> Manage reviews. Upon clicking the action icon (three dots horizontal), the Reassign manager option becomes available, as illustrated in the following figure:

Manager reassignment action

Reassignment screen

The Reassign manager option is available only when the review has not yet been submitted by the manager and when the review is in progress.

When the HR admin clicks the Reassign manager, a pop-up window opens, displaying the following elements:

• Name of the current manager

• Search field to select a new manager (ABAC rules apply)

• Reassign and Cancel buttons

When the HR manager selects a user and clicks Reassign, the system assigns the manager, the previous manager loses access and the review becomes av available in Passport for the new manager. A notification is also sent to the new manager via the system notifications/email and the reassignment is signaled in the worker view, as illustrated in the following figure:

Reassignment label for the worker

In terms of access and availability, the following rules apply:

• The action is available to template owners (local and global)

• A review can be reassigned multiple times

• The review flow remains unchanged for the worker and for the new manager

beqomPay Suite 19.0

Display of organizational goals in reviews

This enhancement improves alignment between goal assignment and performance tracking by ensuring that organizational goals are accurately reflected in worker performance reviews.

Organizational Goals appear in a worker's performance review only if the worker is part of the designated goal population at the relevant time. Goal owners will not see these goals in their own reviews unless they are also included in the population.

In the review, goals are displayed in chronological order by due date, with the earliest due dates appearing first. This applies to both Organizational and individual goals within the review.

During the active review period, prior to manager submission, the review dynamically displays organizational Goals currently assigned to the worker. If a worker is removed from a goal population during this phase, the associated goal will no longer appear in their review.

Once the manager submits the review, the set of organizational goals is preserved as part of the performance record. Goals visible at the time of submission will remain in the review regardless of subsequent changes to goal population assignments.

beqomPay Suite 18.1

File Attachments in career development plans

A new capability was introduced to allow the attachment files within the career development process. This enhancement improves collaboration and enables participants to upload relevant documents directly into the career development workflow.

On the administrative side, a new Attach files option is available in the Core components step of the career development plan configuration wizard. Administrators can enable this setting to allow participants to upload files during the career development process.

File attachment enablement

On the end-user side, a new File upload section is now available for both workers and managers when this feature is enabled. This enhancement supports up to 10 file attachments per participant, allowing for more comprehensive documentation during the career development process.

Workers can upload supporting files during the Self-assessment step, while managers have the ability to add files during the Manager assessment step.

File attachment in the career development plan

Demo

Additional goal details in review PDF

The PDF generated from performance reviews was enhanced to provide more comprehensive goal information. While the previous version contained only limited details about goals, the updated PDF now includes both goal weights and goal descriptions, delivering a clearer and more complete summary of the performance review. This enhancement is particularly valuable for organizations that rely on weighted goals for scoring and evaluation, ensuring that workers and managers have full visibility into all goal-related components when reviewing performance documentation.

New information in the performance review PDF

Advanced flexibility for goal type configuration

The goal type settings were improved in order to provide greater flexibility in goal creation permissions, better supporting diverse organizational policies.

Previously, the configuration options only allowed managers create goals for their direct reports or for direct reports and organizational units below them. They could not however create goals for themselves, which created challenges for organizations expecting managers to set personal goals alongside team objectives.

With this enhancement, administrators now have expanded configuration options that enabled them to specify whether managers should be allowed to create goals for their direct reports only, or for direct reports and below, with the addition of an optional setting that enables managers to create goals for themselves.

This update delivers a more flexible and agile goal-setting framework that accommodates varied organizational requirements while eliminating previous system limitations.

Additional goal creation permission options

beqomPay Suite 18.0

Career Development – Response permission

The new response permission feature in Career development plans templates allows administrators to define who should answer each question — the worker, the manager, or both. Previously, all questions in in a career development plan required responses from the worker only.

With this enhancement, organizations can structure discussions more flexibly, ensure that the right participants provide input, and improve visibility of shared feedback between employees and managers.

This new feature offers:

• Increased flexibility: HRBPs and Admins can configure questions that are specific to the worker, the manager, or both — depending on the organization’s process and discussion flow.

• Accurate reporting &documentation: generated PDFs reflect the same visibility as in the interface, ensuring consistency between online and exported data.

• Enhanced user experience: simplified layout with clear columns and actions improves template configuration and overall usability for administrators.

The template configuration wizard now includes a Response Permission field when creating or editing career development questions, with options for Employee (default), Manager, or Worker + Manager responses. Any answer type can be combined with any response permission, and questions can be marked as mandatory. Once published, response permissions cannot be edited. The question table layout has been updated to display Question, Answer Type, Response Permission, and Mandatory columns, with a three-dot menu providing Edit and Delete quick actions.

Response permission in the question table

From an end-user experience perspective, during the Worker stage, workers see and answer only questions assigned to them, with manager-only questions hidden. In the Manager stage, managers can view worker responses and provide inputs to their assigned questions, with worker-only questions in read-only. Once closed, both participants can view all responses in read-only mode. PDF generation is available to both participants and reflects the same visibility permissions as the UI.

Demo

New population UX in performance review templates

This release introduces full integration of the centralized Population service within performance reviews, replacing the legacy in-module population builder.

This enhancement aligns performance reviews with the global population model already used in Compensation Management and other platform modules, providing consistency, scalability, and reusability across the application.

Previously, performance reviews contained its own population builder. Administrators could define populations using Organization, Location, and Role filters, with support for both inclusion/exclusion of workers.

With this update, performance reviews now leverage the centralized Population service from Data Management, bringing several structural and UX improvements while simplifying authorization logic.

Most notably, the inclusion of the Population service in performance review templates brings:

• Unified experience: consistent population selection process across the platform.

• Reusability: global populations defined in Workbench > Data Management > Populations can now be reused across modules (Compensation Management, Performance Management, etc)

• Enhanced control: admins can manually include or exclude specific workers from the selected populations.

• Modular foundation: lays the groundwork for all future Performance Management features to align with the global population model.

Population selection flow

Selected admins to choose one or more global populations from a drop-down list, with selected populations displayed as removable pills. A summary view shows total workers based on selected populations, manually included workers, and manually excluded workers. Admins can search and include specific workers not already in the selected populations or exclude workers who should not be part of the round (available in draft mode only).

Post-publishing behavior

After a performance review template is published, admins can add new populations but cannot remove populations that were part of the initial setup. Published populations appear as non-removable white pills, while newly added populations show as removable green pills. Admins can manually include additional workers post-publication but cannot exclude workers or delete previous inclusions, with the Manage Workers button changing to Include Workers to reflect this restriction. Only new inclusions added after re-publishing can be modified.

Limitations/Known differences

• Hierarchy-based filtering is no longer supported. Populations use explicit values only. This behavior will be enhanced in the population builder in an upcoming release.

• Exclusions are limited to individual workers (no organisational or locational exclusions).

• Authorization is applied only at outcome (workflow), not during creation (assignment).

Population management in performance review templates

beqomPay Suite 17.0

"Goal setting" review type

The new Goal setting feature introduces a dedicated review type within the review process, designed to facilitate structured and scheduled discussions between workers and managers for defining and validating annual goals. This enhancement focuses exclusively on goal definition, ensuring that goal data is frozen and traceable once the manager completes the review. By providing a formal validation process between managers and workers, the feature creates an auditable snapshot of goals at the start of the performance cycle, establishing clear expectations and accountability for the year ahead.

In terms of activation, a new setting, Goal setting template, is now available in the Performance review details step of the review template configuration wizard, under Workbench > Performance Management > Performance Review Templates. When this setting is enabled, the system applies the goal setting flow to the template.

The performance review timeline of this type of review is simplified to three stages:

• Start

• Manager review

• Close

Steps Moderation, Collaboration, Conversation, and Publish are automatically disabled; the timeline is frozen and cannot be modified.

Goal setting template checkbox in the performance review configuration wizard

Roles & access

The roles and access for this review type are the following:

Worker:

• Read-only access to the review.

• Cannot add ratings or comments.

• Can view assigned goals as well as the progress of the review.

Manager:

• Full access to the review.

• Can finalize goals.

• Can open the Goals page and edit goal details.

• Can communicate with the workers about the goals.

Review submission & notifications

When managers submit the goal-setting review, the system triggers a comprehensive closure process. Workers receive a notification confirming that their goal setting document is closed, while the goal details become frozen to preserve the agreed-upon objectives. The system captures this moment with a snapshot timestamp, ensuring that any subsequent changes to goals won't affect the closed review, maintaining the integrity of the original goal-setting discussion.

PDF generation

The review PDF has been thoughtfully updated to support the goal setting flow while maintaining familiar functionality. It now displays a simplified timeline showing the streamlined process (Start → Manager Review → Close) and includes all goal and review data that was visible in the UI at the time of closure. Users can continue to generate and view complete review documentation just as before, with the PDF serving as a comprehensive record of the goal-setting conversation.

Review reopening

Administrators now have enhanced flexibility through a new l action that allows them to reopen closed reviews when necessary. By simply changing the status from Closed to In progress, admins can accommodate exceptional circumstances or corrections that may arise after the initial goal-setting process is complete. This feature ensures the system remains adaptable while maintaining proper administrative oversight.

beqomPay Suite 16.0

Score calculation feature

The Score Calculation feature enables organizations to rate goals and custom widgets during the performance review process, which then automatically generates a final weighted employee score. This capability, initially developed for a specific client, is now available to all clients. It is particularly useful for bonus calculation, dashboards and analytics, and talent calibration for year-end rankings.

Administrators can now enable score calculation while creating or editing a review template, as illustrated in the following image:

Score calculation check box

Once enabled, the system will automatically calculate a total score at the end of the review form.

Within a score-enabled template, administrators define which sections will contribute to the total score. Common sections include Goals and custom widgets that contain rating questions. Each of these sections must be assigned a weight (e.g., 33.3% each), with the total weight for all sections equaling 100%. The system will validate this total before allowing the template to be published, as illustrated in the following picture:

Section weights

When a manager uses a score-enabled template to complete a performance review, they rate the goals and any custom widget questions. The system then dynamically calculates the scores in a new widget called Achievement Summary, located at the bottom of the review form.

Achievement Summary Includes:

Field	Description
Average Score	Based on manager’s responses within the section
Max Score	Highest possible score in that section
Weight Factor	Section weight as defined by admin
Weighted Score	Section’s contribution to the final score

This widget updates automatically as the manager modifies ratings.

Employees cannot see this widget while the form is still in progress. Once the manager submits the form and it moves to the "Employee Sign-Off" step, the employee can then see the same Achievement Summary section, ensuring full transparency after the evaluation is complete.

Team Planner & Dashboard enhancements

We've redesigned key parts of the Planner to improve usability, streamline team navigation, and surface insights more intuitively.

Clickable user summary

You can now click on an employee's name directly from the Team Dashboard to open their full summary view. This new feature provides faster access to individual review data and allows for a one-click drill-down into key performance insights, as shown in the following picture:

Employee's full summary view

Employee Selection Redesign

The multi-select panel on the left side, previously used for selecting employees, has been removed. A new, cleaner drop-down menu now allows users to quickly select and switch between employees in a more compact layout, as illustrated in the following image:

Workers drop-down menu

beqomPay Suite 15.1

These enhancements introduce critical flexibility and transparency in the management of organizational goals. With individual start and end date assignment and audit trail tracking for both dates and weights, clients can better support real-life scenarios like employee transitions, retroactive goals, or dynamic organizational changes.

Start–end dates for org goal population (MVP)

It is now possible to assign individual start and end dates to each user in an organizational goal's population. This allows for more accurate tracking of performance contributions based on when users were actually involved with the goal.

The feature is available on the Goal Management screen for goal types with the feature enabled via back-end.

Key features:

• Initial Dates (default): The start date is Goal.Publish.Date and the end date is Goal.Due.Date or Plan.EndDate (if due date is not defined).

• Individual Overrides by Goal Admin: Goal Admins can set custom start and end dates per employee.

• Bulk Actions by Goal Admin: Goal Admins can update initial Start–End dates and reset all individual dates back to initial values.

UI enhancements

A new Key dates tab has been added to the Workbench > Performance Management > Goal Management > Population, as illustrated in the following image: 

Key dates tab

Edited fields appear in black, while default (unmodified) fields appear in gray. You can filter by In population (default) and Moved out (users who were previously assigned), as shown in the following picture:

Worker population status filter

Demo

Progress trail for start–end date changes

Every change made to goal dates is now tracked and recorded in the Progress Trail, ensuring visibility and accountability.

The Progress trail tracks the editing of initial start and end dates, individual user date overrides, and bulk resets, as illustrated in the following image: 

Progress trail overview

Only Goal Owners and Goal Admins can see the progress trail; employees cannot see audit logs of changes made by admins or managers.

All tracked changes are included in the Goal PDF Export.

Progress trail for weight changes

Similar to date tracking, changes to goal weights are now fully tracked.

The Progress trail tracks changes to the initial goal weight, individual weight overrides by managers or Goal Admins, and bulk reset actions.

Only Goal Owners and Goal Admins can see the progress trail; employees cannot see audit logs of changes made by admins or managers.

All tracked changes are included in the Goal PDF Export.

Demo

beqomPay Suite 15.0

Organizational goal weights

Previously, a single weight was applied uniformly to everyone in the goal population. With this release, we're introducing the ability to assign and manage individual goal weights for employees.

Manager flow

Managers can now adjust the weight of an organizational goal for each employee. To do this, managers need to open the Planner, select their direct report and goal plan, and then edit the weight from the table, as shown in the following illustration:

Editing weight in Planner

Goal admin flow

Goal admins have gained powerful new capabilities for managing organizational goals:

• Clickable population: the population field is now interactive. Clicking it displays a list of employees included in the organizational goal.

• Individual weights: goal admins can view and edit weights for each person in the goal population.

• Global weight changes: admins can still update the initial weight for everyone. Important: updating the initial weight does not overwrite employees who already have customized weights.

• Bulk reset option: a new bulk action allows admins to reset all weights (both default and individually edited) back to a unified value, as illustrated in the following image:

Bulk reset

Demo

Proxy functionality for career development plans

Users who have been granted proxy rights can now act on behalf of another user and fully participate in the career development process. This ensures continuity and flexibility in situations where employees and managers are unavailable, but their actions in the context of a career development plan still need to be completed.

Key features:

• Role-based access control: only users with the Proxy professional role can grant proxy permissions, ensuring secure and controlled access to this powerful feature.

• Streamlined setup process: administrators can easily configure proxy settings through the Workbench > Data Management interface. Once the Proxy professional role is assigned, users can navigate to Proxy Permission Settings to enable the feature and manage access permissions.

• Intuitive proxy mode: when acting as a proxy, users benefit from clear visual indicators including a prominent banner displaying "You are proxying as [Username]" and a convenient Exit proxy button for seamless transitions between proxy and standard modes.

• Comprehensive worker proxy capabilities: when proxying as a worker, users gain access to essential Passport features including Goals, Check-ins, Reviews, and Career development plans. The Career development functionality provides complete template management, editing capabilities, PDF generation, manager-employee communication tools, and access to behavior wheel resources.

• Enhanced manager proxy functions: manager proxy mode unlocks additional capabilities through the Planner tool and Performance individual view. All standard Passport features are available, plus expanded Career development functionality, including the ability to mark development plans as refused and comprehensive template management. This feature enhancement strengthens our commitment to providing flexible workforce management solutions while maintaining security and user experience standards.

Career discussion template deletion

Administrators now have the ability to delete career discussion templates in Draft status. This feature helps maintain a clean, relevant list of templates by removing outdated or test version of templates.

Template creators can delete draft career development templates directly from the Performance Management interface, accessible through Workbench > Career Development Plans, where eligible templates display a convenient three-dot menu with the deletion option.

Only the original template creator (main owner) can access the delete functionality, ensuring proper ownership controls and preventing unauthorized template removal.

The system maintains data integrity by restricting deletions to Draft status templates only. Published templates and those in active development phases remain protected from accidental removal, safeguarding ongoing career development initiatives.

A streamlined deletion process includes user confirmation prompts to prevent accidental removals, followed by immediate list updates and clear success notifications to confirm the action was completed successfully.

This enhancement provides administrators with better template lifecycle management while maintaining the security and integrity of active career development programs.

beqomPay Suite 14.1

Goal Management page

A new Goal Management page was introduced—a powerful new interface that gives administrators a holistic, top-down view of all goals within the organization.

The new Goal Management page is a major step forward in ensuring that goal setting, progress tracking, and strategic alignment are seamless and transparent across the company. Admins now have the tools to proactively support and manage goals at all levels. This feature is built to strengthen strategic alignment and accountability across the company, ensuring that goal setting and progress tracking are both transparent and effective.

Only users with the Goal Admin professional role can access this page. This role provides comprehensive permissions to:

• View and edit all goals (both drafted and published)

• Create new goals across all types and plans

Goal Management Page Interface

At the top of the page, users will find helpful overview widgets for:

• Goal Plans: Total number of goal plans in the system

• Goal Types: Total number of goal types

• Goals: Total number of goals managed

The page also includes robust filtering options to quickly narrow down any search:

• Search: Find goals by entering a user's name

• Goal Plan / Goal Type: Filter using dropdowns

• Goal Status: Show only "Published" or "Drafted" goals

• Result: View goals with or without updated results

• Workers: Click to select and view goals by specific employees (searchable by name or ID)

Goal Table and Creation

After filtering, goals are displayed in a detailed table. Key capabilities include:

• Organizational goals are pinned to the top.

• Users can use inline editing for goal weight and results.

• Access full goal actions through the three-dot menu.

• All changes are logged for a clear audit trail and transparency.

To create new goals, users must click the "Create goal" button to launch the creation wizard. Goal Admin is able to create goals for themselves or others and select from all available goal plans and types.

Demo

beqomPay Suite 14.0

Enhanced review management: introducing local admins for reviews

This release introduces a significant enhancement to our performance review system with the addition of local admins for review templates, giving them specific, restricted rights within the review template configuration wizard based in their access (ABAC), while granting them full access to manage individual reviews within the platform. This new capacity promotes a more distributed and streamlined approach to managing review processes, offering greater flexibility and autonomy across different access levels.

This improvement is designed to provide decentralized control, empowering specific administrators (local admins) to manage reviews relevant to their departments or teams without requiring full global access. This also establishes clearer responsibilities by defining distinct users for primary owners (Global Admins) and local admins which gives a clear understanding of who can manage specific aspects of a review template and its associated processes.

The following figure illustrates the owner definition field in the review template configuration wizard:

Adding local owners

This is an note/information message.

A global setting (managed by global admins) activates the ability to assign local owners for review templates.

Primary owner (template creator/global admin) responsibilities

The primary owner, also known as the template creator or global admin, maintains comprehensive control over the entire review template. Their responsibilities include:

• Full control: complete authority over the design, workflow, and content of the template.

• Population scope: control the overall population scope for the template, which is determined by their ABAC access.

• Campaign closure: can initiate the Close campaign action for the entire template.

• Local owner management: can assign and manage local owners for the template.

Local owner responsibilities

The local owner is a new administrator user within the review process, assigned to users with the Review role.

The local owner's capabilities include:

• Template access: can view a published template in edit mode, but all settings will be read-only.

• Republish: can republish a published template, which is crucial for adding new employees (like new hires) to active reviews.

• Local owner management: can add or remove other local owners.

• Individual review management: comprehensive access to manage individual reviews within the platform, specifically for employees within their assigned ABAC scope. This includes:

  • Filtering and viewing reviews based on their access.

  • Moving individual reviews between stages.

  • Deleting individual review forms.

  • Viewing sensitive content (if enabled).

However, local owners cannot edit the template's overall population, close the entire review campaign, or delete/duplicate the main template itself.

This is an note/information message.

Impact on existing reviews:

• Already closed reviews are not affected by this new logic.

• In progress reviews continue under their existing logic unless the template is explicitly republished by the primary owner; this action will then apply the new population rules.

• Draft templates: will automatically adopt the new local admin logic.

beqomPay Suite 13.0

"Goal setting" reviews & streamlined review management

This release introduces a new Goal setting review type, designed to facilitate a structured discussion and agreement on employee goals between workers and managers. Alongside this, we're empowering administrators with new tools to efficiently manage and finalize review cycles.

These improvements introduce structured goal alignment that provides a dedicated process for managers and workers to collaboratively define and agree upon yearly goals, ensuring clarity and mutual understanding, while also delivering enhanced administrative control through new tools in the HR Portal that allow administrators to efficiently manage review stages, especially for bulk closing operations.

New "Goal Setting" review type

The new Goal setting review feature establishes a clear, agreed-upon set of goals between worker and manager, with a frozen record of that agreement at a defined period.

Manager and worker can collaboratively discuss and update goals within the Goal setting review, before the manager approves the goals by submitting the review, which automatically freezes the goals for historical purposes while still allowing continued editing in the worker's main Goals section without altering the frozen record.

When creating Goal setting review templates, administrators can select Goal setting as a specific review type and configure the recommended workflow by optionally turning off the Worker self-assessment step for manager-led processes while ensuring the moderation stage remains enabled to maintain the intended approval workflow.

Move reviews to "Closed (System)" stage

This enhancement provides administrators with a powerful tool to finalize and close multiple reviews simultaneously, streamlining end-of-cycle processes.

Users with access to manage review templates in Workbench > Performance Management > Performance Management Templates can now filter for reviews that are in the Moderation stage and use the new Move to Closed (system) stage action for selected reviews in the list. The streamlined closing process allows administrators to select multiple reviews from the filtered list and initiate the bulk action, with a confirmation pop-up displayed to confirm the bulk move, followed by a success message indicating how many reviews were successfully moved.

Once a review reaches the Closed (system) status, it becomes finalized and is no longer editable by either the manager or the worker, though both parties can still view the content and download it as a PDF for their records.

This update delivers significant user impact by providing managers and workers with a clearer, more structured process for annual goal setting with a definitive point of agreement, while giving administrators enhanced control and efficiency in managing and finalizing review cycles, especially for Goal setting reviews.

Career development plan template duplication

This release introduces the highly anticipated ability to duplicate existing career development plan templates. This new feature significantly streamlines the process of creating new templates by quickly cloning an existing one and then making necessary adjustments, saving valuable time and effort.

This improvement delivers increased efficiency by allowing users to quickly create new templates based on existing structures, eliminating the need to build from scratch, while ensuring consistency across similar career discussion processes by starting from pre-configured templates. It also reduces the effort required from template creators, saving time and resources, and allowing them to focus on customization rather than initial setup.

Template owners, HRBPs, configurators, and support users can now duplicate career development plan templates in Draft or In progress statuses, with the duplication process intelligently copying most template settings and contents, while ensuring key administrative fields such as owners, dates, and population are reset for the new template.

The duplication option is available from templates is accessible via the three dots icon at the right of the template in the career development plan template list. The duplication process copies:

• Template name (defaulting to "[Original Name] + Copy")

• Template description

• Workflow settings including the Refuse setting

• Career plan questionnaire with questions and mandatory options

• Skills widget settings

• Goal settings

• Check-in widget settings

• Career chat settings

• Behavior wheel settings

  Resources (links, etc.)

This is an note/information message.

All of the elements listed above are copied with their translations.

However, owners, dates, plan transmission settings, and population are reset for the new template and the duplicating user is made the sole primary owner.

Enriched goal data in reviews and PDFs

This release significantly enhances the visibility and completeness of goal information within review forms and generated PDFs. Now, when goal data is frozen, it will include goal tags and goal alignment, providing a more holistic and accurate snapshot of an employee's objectives and their strategic connections.

Goal tags and goal alignment details are now included in the frozen goal data within review forms and are also added to the generated review PDFs, ensuring a more comprehensive and context-rich view of goals.

This enhancement ensures that users viewing a review with frozen goal data will now see a more complete context for each goal, including its tags and alignment, while generated PDFs will serve as a more robust and informative record containing all critical goal details. This improvement ensures that the captured snapshot of goals is richer and more insightful for performance discussions and historical tracking, providing workers and managers with comprehensive goal information that maintains full context even after the goal-setting period has concluded.

The following figures illustrate the changes in the review and in the generated PDF:

Additional details in reviews

Additional details in the PDF

beqomPay Suite 1.12

This release significantly improves the management of career development plans, focusing on the flexibility to edit templates even after publication, enhanced data consistency by freezing goals and behaviors post-manager submission, and comprehensive PDF documentation for career development plans.

Flexible edition of published career development templates

This release empowers owners to adapt and refine career development templates with unparalleled ease even after publication, eliminating the need to start from scratch.

• Increased agility: allows for swift adjustments to templates based on evolving business requirements or feedback.

• Reduced administrative overhead: eliminates the need to templates for even minor changes, saving valuable time.

• Continuous improvement: supports an iterative approach to career development, enabling ongoing optimization.

Template owners can now directly modify various aspects of a career development template even after its publication, including plan details, population, workflow settings, questionnaire elements, core components, and sidebar widgets. Once changes are done, they can just republish the template to apply their changes.

It is possible to go into edit mode for published career development templates directly from the Planner list or template view. Once in edit mode, the Cancel and Republish buttons become available. The following figure illustrates the placement of the Edit button in the Planner:

Career development plan Edit button

Key editable elements include:

• Plan details: adjust the name, description, owners, template dates, and add or edit translations.

• Population: add new users to the template's population (existing users cannot be removed). Republishing will update the worker list and assign new career development plans.

• Workflow: rename stage names and turn the refusal toggle on (it cannot be turned off if already active).

• Career plan questionnaire: add questions, toggle mandatory flags, edit question text and answer options, add new answer options, and change the order of questions and answers. (Please note: questions and answers cannot be deleted.)

• Core components: the Skills widget can be turned on (but not off if it's already active). New skills can be added (existing skills cannot be removed). The Goals and Check-ins sections can be toggled on or off; if turned off, previously submitted inputs for that section will no longer display.

• Sidebar widgets: turn widgets on or off, and add, delete, or edit resource links.

If a Local Owner is assigned, they specifically can turn the Resources section on or of, and add/edit/delete hyperlinks within the section after publishing.

Goals & behaviors freezing after manager submission

This release significantly improves data consistency within review forms, ensuring that goal and behavior information is locked in at the point of manager submission to prevent discrepancies and misunderstandings.

• Data accuracy: this update eliminates situations where changes to goals or behaviors made after the manager's assessment could incorrectly alter the historical record of a review.

• Reduced misunderstandings: offers both managers and workers a stable, reliable snapshot of goals and behaviors from the moment of the manager's assessment.

• Streamlined review process: creates a clearer separation between ongoing goal management and the specific data captured for a performance review.

Goal and behavior data displayed on a review form are now frozen immediately after the manager submits their input. This ensures that the review accurately reflects the state of these items at the time of the manager's assessment, regardless of any subsequent changes to the worker's live goals or behaviors.

Once a manager submits a review, the associated goal and behavior data displayed on that review form will be frozen, representing their exact state at that moment. When this data is frozen, workers are no longer able to open the goal edition form directly from within the review. Workers can still manage and edit their live goals and behaviors using the dedicated Goals menu, but these changes will not affect the historical data captured on the frozen review form.

In specific scenarios, data can be recalculated. If a manager reopens a template for an worker and the review returns to an In progress stage, the goal data on the review form are updated to reflect the current live goal status, and the worker can again edit goals directly from the review form. Similarly, if an administrator moves a review form from any stage back to an In progress stage, the goal data on the review form is updated, and the worker regains the ability to edit their goals from within the review. However, if an administrator moves the form to a stage that occurs after manager submission (like Pending sign-off if it wasn't there already), the goal data on the review form continues to reflect the frozen details from the point of manager submission.

For existing published reviews in closed status, the new freezing logic is not applied; goal and behavior data remain frozen as per the old logic (upon worker sign-off). For existing published reviews in open status, the new logic is also not be applied, and goal and behavior data continue to freeze upon worker sign-off for all reviews within these templates. However, future templates created and published after this feature is deployed will automatically follow the new rule: goal and behavior data will freeze immediately after the manager's submission.

This change ensures that managers and workers have a consistent and reliable view of goal and behavior data within a specific review, accurately reflecting the state at the time of the manager's assessment. This reduces potential confusion that could arise from real-time goal updates impacting an already assessed review, and administrators gain a clearer understanding of how data is captured and preserved within the review process.

Streamlined PDF output for career development plans

This release makes Pay Suite's PDF generation capabilities even more complete and accurate by adding key details about when career development plan close dates and whether a worker has opted out of the self-assessment, ensuring a comprehensive and accurate documentation of all career development processes.

The PDF generation feature now includes the career development plan close date and clear notes on the first page if a worker opted out of their self-assessment. Any changes to the timeline reflecting a refusal will also be visible.

Specifically, the career development plan close date is now displayed on the first page of the PDF. If a manager used the Mark as rejected by worker for a career development plan, this information is also clearly reflected in the PDF. On the first page, a message mentions the refusal, displaying "The worker has opted out of the career development plan" for managers and "You have opted out of the career development plan" for workers. Furthermore, any timeline changes within the PDF, such as "Worker self-assessment (refused)" with a cross icon, accurately reflects the refusal status.

beqomPay Suite 1.11

This release focuses on improving how you manage your goals and career discussions. We've made updates to make these processes more intuitive, efficient, and flexible, so you can focus on what truly matters: growth and development.

Enhanced goal completion and career discussion workflows

We've streamlined how you update and complete your goals, so you can spend less time on administrative tasks and more time on achieving your objectives.

• Simplified goal completion: the Mark as done button is now consistently available after you make any changes to your goal.

• Clearer button functionality: we have renamed the Save button to better reflect its action, preventing confusion.

• Always available Mark as done button: the Mark as done button is now active whenever you edit your goal details. This allows you to update your progress and complete the goal in one smooth action.

• More efficient goal management: you can now update and complete your goals more quickly and easily.

• Simplified workflow: the consistent availability of the Mark as done button removes unnecessary steps.

• Less confusion: the clearer button name helps you navigate the system with confidence.

The placement of the Mark as done button is illustrated in the figure below:

"Mark as Done" button

New feature: "Mark as rejected by worker "

Managers now have a new setting available during the Worker self-assessment stage of a career discussion. This allows them to indicate that the worker hasn't provided their input, and the manager will proceed without it.

• Manager-initiated rejection: if a manager turns on this setting, they can move the discussion to the Manager feedback stage, even if the worker hasn't submitted their form.

• Clear communication: the system clearly labels the Worker self-assessment step as Worker self-assessment (refused), so everyone knows what has happened.

• Worker view: if a manager marks the self-assessment as rejected, the worker can still view the discussion and their saved drafts, but they can't make any further changes.

• Manager actions: managers can still provide feedback, even after marking the self-assessment as refused. They can also un-reject the assessment if needed, giving the worker another chance to provide input.

• Prevention of rejection after submission: once a worker submits their form, the manager can no longer mark the self-assessment as rejected.

These updates are designed to make the system work better for you, providing a smoother, more efficient, and more flexible experience.

beqomPay Suite 1.10

"Skip worker self assessment" Option

Managers now have the option to skip the employee's self-review step in performance reviews. This change gives companies more flexibility in how they want to run their reviews. This is helpful because companies can make their review process fit their specific needs, make the overall review process quicker, and have more control over performance reviews. A new setting allows administrators to turn off the self-review part of the evaluation, which affects how the review form looks and what employees see.

When creating a review, managers will see a "Skip worker self assessment" option, which they can turn on or off while creating or editing the review. Once the review is published, this setting can't be changed. When "Skip worker self assessment" is on, the self-review section disappears, employees can't invite other managers to participate in their self-review, and they can't fill out sections about goals, behaviors, or overall performance, though managers still can. When customizing the review form, only managers can give feedback.

After publishing with "Skip worker self assessment" on, employees can see the review template but can't fill out any self-review parts. They won't see any links to add action requests or the self-review step. In the employee list, it will show "Not Applicable" for self-review. Employees will only see their manager's feedback at the end. Options to start a challenge or discuss feedback are still available.

The message managers see when they submit their review will change depending on other settings. If the self-review is skipped, that section won't appear in the PDF version of the review. Basically, managers now have the option to skip the employee's self-review step, making the review process more adaptable and efficient.

The following figure illustrates the "Skip worker self assessment" option:

Configuring review stages for a performance review

Local Admins for Enhanced Review Template Management

We've made it possible for specific people, called "Local Admins," to manage review templates. This helps companies spread out the work, letting different teams handle their own reviews. This change gives teams more direct control over their reviews, improves how reviews are managed, and makes it easier for big companies to handle many reviews.

A new setting lets "Global Admins" give "Local Admins" the ability to manage templates. When this setting is on, "Global Admins" can assign a "Local Owner" to a template, giving them specific management rights.

A new setting has been added that controls whether "Local Admins" can manage templates. This setting is off by default. When it's turned on, "Global Admins" can assign "Local Owners." When it's off, template management stays the same. When the setting is on, a "Local Owner" field appears when creating a template. The person who creates the template is the "Local Owner" by default. Only certain people can be "Local Owners," and only one "Local Owner" can be assigned to a template. Once a template is published, the "Local Owner" can't be changed.

"Local Owners" can only edit the "Population" step of the template. They can manage reviews, see a "Manage review" button, move reviews between stages, delete reviews, check content, and close reviews. When editing the population step, they will only see organizational units they have access to. Both "Global Owners" and "Local Owners" can publish a template. If the setting is off, and someone who isn't a "Primary Owner" tries to open the "Population" step, they'll see a message that says setup is restricted by "Primary Owner" access.

The following figure illustrates the placement of the new setting option:

Performance review settings page

Local Admin Capabilities for Career Development Template Management

This release introduces a new way to manage career development templates utilizing "Local Admins". This solution allows for more detailed management of these templates. This change is helpful because it gives more control to specific teams, makes it easier to set up career development processes, and allows for more efficient management by those who know the teams best.

There's a new setting called "Allow local admins in career development templates," which is off by default. When it's turned on, main admins can assign "Local Owners" to a template, giving them specific management rights focused on the template's population. Different user roles have different access to this setting, with some only able to see the settings and others able to change them.

When the global setting is on, a "Local Owner" box appears when creating a template. The person who creates the template is the "Local Owner" by default. Only certain people can be "Local Owners," and only one "Local Owner" can be assigned to a template. Once a template is live, you can't change the "Local Owner."

"Local Owners" can only change who sees the template. They can also publish templates and view/edit templates they own. When they change who sees the template, they only see the groups they have access to. Both main admins and "Local Owners" can publish a template.

The following figure illustrates the placement of the new setting option:

Career development settings page

beqomPay Suite 1.9

Career development localization

This release introduces comprehensive localization for career development plans , enabling administrators to create and manage templates in multiple languages. This improvement delivers a more personalized and accessible experience for all users, regardless of their preferred language.

Localization plays a key role in improving the worker experience by providing content in their native language, which fosters inclusion, understanding, and engagement. It also supports global scalability by making multilingual content management essential as organizations grow internationally. Template localization allows the Pay Suite application to support distributed teams without additional effort.

Administrators can now localize all template elements, including plan details, workflows, career plan questionnaires, and sidebar widgets, into any language supported by the platform. To ensure accessibility, administrators must now provide a translation in the company’s default language before publishing a template. This guarantees that every template contains at least one available translation.

The application displays template content based on each worker’s preferred language. If a translation is missing for that language, the system will automatically show the content in the company’s default language to ensure consistency.

Existing templates have been migrated to the new localization model, making the transition seamless for all users. Workers will now see templates in their preferred language when available, while administrators gain better control over content and language versions, ensuring accurate and consistent information. The required default language translation makes sure that all workers can read and understand templates without exception.

The following figure illustrates the new language selection field in the career development plan configuration wizard:

Career development localization

Published career development plan view mode

Template creators and owners can now review published career development templates in a dedicated read-only view mode. This new view mode makes it easier to check templates for accuracy and consistency before broader deployment.

Additional answer types & mandatory questions in career development plans

Career development plan creators now have more flexibility and control over question design with the addition of new answer types and mandatory question settings. This release introduces checkbox and radio button answer types, that allow creators to design more diverse and targeted questions to improve data collection and analysis.

Checkbox questions come pre-filled with one empty option, while radio button questions start with two empty options. Additional options can be added, reordered using drag-and-drop, or deleted, with a 250-character limit per option.

Administrators can also mark questions as mandatory, ensuring process participants complete key information before submitting their inputs. Mandatory questions are identified with a red asterisk. Question creation now happens in a dedicated drawer, making the interface easier to use, and includes a language drop-down showing the number of translations.

Validation rules ensure that default language content is completed before saving, and error messages are displayed for empty answers or mandatory fields. Save and Cancel buttons include proper warnings for unsaved changes, supporting a smoother question management process.

The following figure illustrates mandatory questions in a career development plan from an end-user perspective:

Mandatory fields in a career development plan

PDF generation for career development plans

Career development plans now benefit from enhanced documentation capabilities with the introduction of PDF generation. Career development plan creators can activate this feature during the setup of career discussions and choose which communication rounds to include. Once enabled, employees and managers can generate, save, and send PDF versions of career development plans at any stage.

The resulting PDF document includes key details such as worker name, photo, discussion process name, status, dates, and creation timestamp, followed by sections covering self-assessment, manager feedback, career plan questionnaires, skills, and goals. Content is generated in the user’s preferred language, and files follow a clear, localized naming convention.

All in all, this improvement makes it easier to document, share, and store career development plans, offering employees and managers offline and printable access to essential information.

The following figures illustrates a few pages of the career development plan PDF:

Career development plan PDF

beqomPay Suite 1.8

Career development

Version 1.8 introduces key updates to both worker and manager workflows, streamlining the career development process, improving visibility, and ensuring structured interactions, as well as improvements to the notifications part of the feature.

Worker functionality

Workers can now actively contribute to their career development by submitting their inputs directly to managers. Inputs can be provided without mandatory fields, offering flexibility in the process. Submissions are made from edit mode, and once finalized, they become read-only while being instantly published to the manager. The timeline updates automatically, marking the first step as completed for both workers and managers.

After submission, workers can review their inputs in read-only mode, ensuring transparency while preserving data integrity. Career chat remains available for ongoing discussions, and access to the view mode is possible from the Passport list or notifications. To maintain a focused experience, the Edit and Submit buttons are removed once inputs are finalized.

Once managers submit their feedback, workers gain read-only access to the responses, ensuring full visibility without the ability to modify them. At this stage, the career chat is disabled, marking the discussion as complete.

Manager Functionality

Managers now have enhanced tracking of career development plans through the Planner, available via Planner > Performance > Career Development. Direct reports are listed under the Workers section, with structured career discussion templates for each individual. If no career plans exist, an empty state is displayed for clarity.

When providing feedback, managers can save their inputs in draft status, allowing them to refine their comments before finalizing submissions. By default, inputs open in view mode, with an option to switch to edit mode using the Edit button. Managers can add comments to various sections, save drafts, or, if the worker has already submitted inputs, proceed with final submission.

Submission is now structured and sequential—managers can submit their inputs only after the worker has completed their step. Submissions are possible from both view and edit modes, and once completed, inputs are published to the worker. The timeline updates accordingly, marking both the first and second steps as completed.

To ensure a clear workflow conclusion, managers can now close the career development process after submitting their inputs. Upon closure, the process status updates to Closed, providing a clear record of completion in the table.

These enhancements improve alignment between workers and managers, ensuring a structured, transparent, and seamless career development process.

Notifications

To ensure timely updates and seamless communication, new notification features have been introduced for both workers and managers throughout the career development process.

Workers now receive a notification when their manager submits inputs. The alert appears in the bell icon and is also sent via email, ensuring visibility across platforms. Clicking the notification redirects directly to the career development page, allowing workers to review the submitted inputs without delay.

Managers are also notified when workers submit their inputs, keeping them informed and enabling them to take action as needed. Similar to worker notifications, the alert is displayed in the bell icon and sent via email, with a direct link to the career development page for quick access.

Additionally, once the career discussion process is published, workers receive a final notification, confirming that the process has been completed. This notification, available both in the bell icon and via email, provides direct access to the career development page, ensuring full transparency and visibility at every stage.

Administrative changes

On the administration side, it is now possible for performance administrators to add a description to the career development plan template. This description will then be visible to the workers and managers in Passport and Planner.

PDF generation for goals

This new feature enables users to generate a PDF version of their goals, providing a structured report that captures progress, key details, and related discussions. This enhancement ensures easy documentation and streamlined goal tracking for both workers and managers.

The PDF generation option is available to the goal owner, the owner's manager, and the goal creator. The button is accessible at any time for all goal statuses, except for drafts. This feature is exclusive to the web version, ensuring optimal formatting and readability.

The generated PDF includes comprehensive goal-related information, structured into the following sections:

• Core information: Displays details about the goal owner, goal title, status, priority (if applicable), overall progress, and the document creation date.

• Details section: Covers the goal plan, including plan name, type (individual or organizational), and weight if applicable. It also lists participants (creator, owner, and owner's manager), description, measurement criteria, deliverables (title, due date, status), behaviors, goal alignment, and uploaded files with visibility information.

• Discussion section: If comments exist between the worker and manager, the PDF captures them, including the user's photo, name, date, and comment text.

• Progress trail: mirrors the progress trail as seen in the UI, providing a historical view of goal updates. This section is visible only to the goal owner and their manager.

This feature ensures that goal-related discussions, progress tracking, and key milestones are well-documented, making goal management more structured and transparent.

Goal plan PDF management

On the configuration side, goal plan creators can enable the PDF feature and define which communication rounds should include PDF delivery to users inboxes. Additionally, administrators have the option to configure automatic PDF distribution to workers' documents, ensuring streamlined goal documentation without manual intervention.

On the worker side, worders can now send their generated goal PDFs directly to their inbox for easy access and record-keeping.

• For closed goals, the Print PDF button is the primary action, with Send to Documents as a secondary option.

• For goals in any other status, these options are available via the three-dot menu.

The file name follows the pattern GoalName_User Name_DateTime. In addition, workers download and store their goal PDFs by saving them directly from the print preview in their browser, allowing for local access and offline record-keeping.

beqomPay Suite 1.7

Teams & Outlook Plugins

The new integration for Microsoft Teams and Outlook brings performance management tools directly into the users' daily workflow, with the ability to manage feedback, goals, check-ins, and notifications seamlessly, directly from the Microsoft applications.

This integration offers the possibility to give and request feedback, track goals, and manage performance tasks all within Teams and Outlook. The Feedback Summary widget provides a snapshot of feedback activity, including feedback received, requested, and sent, while the Goal Summary widget highlights top in-progress goals with tracking, priority, and due dates clearly displayed.

Performance management is further streamlined with dedicated widgets for upcoming check-ins and upcoming reviews, making it easy to stay on top of scheduled events. It is possible to create new check-ins with customizable fields for discussion points, recurrence, and participant assignments.

The Quick Actions widget simplifies key tasks, letting users provide feedback, create goals, and add private feedback notes instantly. The Notification widget keeps workers informed about the latest updates from the web app, such as goal changes, feedback requests, and performance updates, ensuring they never miss important activity.

Getting started is simple. Admins can activate the integration under Workbench > Platform Setup > Extensions & Plug-ins. Once enabled, authorized users can immediately access the performance management feature directly from Teams and Outlook.

This integration keeps performance management accessible and visible, helping teams stay aligned, productive, and engaged—without disrupting their flow of work.

The following figure illustrates the home page of the plugin when used in Microsoft Teams:

Pay Suite in Microsoft Teams

User experience in check-ins

The user experience when working with check-ins was enhanced with a redesigned interface for viewing, creating and editing check-ins. The most significant change is the removal of drawers. Now, when users edit or view a check-in, they are directed to a full-page layout for a more focused and seamless experience.

Additionally, the design for check-in mass assignment has been improved, making it more intuitive, efficient and cohesive with the experience in other areas of the Pay Suite application.

Review PDF Generation

The review PDF generation feature enables the participants to a review to generate and view a structured PDF version of their performance review at any stage of the review process. This feature provides a clean, printable format for easier sharing, record-keeping, or offline access.

The PDF includes clearly defined sections such as Goals, Behaviors, Challenges, Let’s Discuss, Custom Widgets, and Employee Sign-Off with each section starting on a new page for easy navigation with headers and footers displaying the review name, section title, and page numbers for easy navigation. Only information visible to the user appears in the PDF, ensuring tailored access.

The Print button becomes available once the review begins, allowing employees, managers, LM+1, transferred managers, and delegated managers to generate PDFs. Additionally, users can send the PDF directly to their inbox for future use.

Review creators can activate this feature during the setup process by linking it to a communication round.

This feature adds convenience and flexibility, allowing users to preserve and reference their performance reviews effortlessly.

beqomPay Suite 1.6

Review update

If the review is in In progress status, an additional manager may now be added to submit their review. These additional reviewers can be added only by the principal manager of the worker who is connected to the review. When the additional manager submits their input, the principal manager can no longer remove them from the Additional manager list as the input was already provided and it could break the links between the reviewers and review.

Design updates:

• The data privacy settings located under Workbench > Platform Setup are now divided into two separate sections:

  • Data Privacy settings

  • Data privacy statements

  The redesign is illustrated below:

  

• The proxy settings located under Workbench > Features groups > Business Data Management are now divided into two sections:

  • Proxy permissions settings

  • Proxy permissions management

  The redesign is illustrated below:

  

beqomPay Suite 1.5

Limit for feedback recipients.

A user with a feedback broadcast professional role is now enabled in the Pay Suite to send feedback requests to multiple users without limitations. This enhancement will allow designated users to reach all the necessary workers at the same time, reducing the time needed to contact each worker in the organization.

A new setting called Bypass limit for HR and Admin roles, allows users with feedback broadcast professional role to exceed feedback recipient limits when toggle is set to ON.

When the toggle is set to OFF, all users, including those with the feedback broadcast professional role, are subject to the usual recipient limits. If the limits are set, user will see a warning message indicating the number of recipients to remove as illustrated below: 

Feedback recipients warning message

If the user with feedback broadcast professional role will sent the number of requests exceeding the limits, this user will see a pop-up window that will ask them to confirm this action.

Data Privacy - End user flow.

In 1.5 release we have introduced an enhancement to the access to the Data Privacy statement in Pay Suite. This new solution will allow the users to have better control over their data privacy statements.

1. Now if setting 'Enable users only to accept the data privacy statement' is OFF, users see a pop-up with two buttons:

• Accept – this option allows to continue the work, it updates user records, and shows the new Data Privacy version in Settings.

• Decline and logout – this option logs out the user, and the pop-up will reappear upon future login attempt.

2. If the setting 'Enable users only to accept the data privacy statement' is ON, users see a pop-up with only the Accept button.

3. If setting 'Users should provide renewed consent if any updates are published' is OFF, no pop-up is shown for updates, and users continue using the app with the Data Privacy version they previously accepted.

Additionally, users with access to Worker details can view a new section titled Acceptance of data privacy statement. The section will be hidden if the user hasn’t logged in or if the Data Privacy feature is disabled for the company. Only the last performed action (Accepted/Declined) will be shown in the history of actions; the full history of actions is not displayed.

Data Privacy published by a support user is auto-accepted and shown in the summary.

Users can view the Data Privacy statement they accepted under Settings > About.

1. If the 'Enable users only to accept the data privacy statement' setting is OFF, users can click Review my consent to see a pop-up with options:

• Withdraw consent and logout – this option logs the user out of the system.

• Close – this option closes the pop-up.

2. If the setting is ON, the Review consent button is hidden.

Session timeout

Now the users with compensation admin professional role can set a session timeout for the workers. The default session timeout is 10 minutes but it can be configured between 1 minute and 1440 minutes. Users will be logged out automatically if they are inactive beyond the session timeout. This will enhance the security of the data stored in Pay Suite.

When the timeout feature is ON and user doesn't interact with the system for the timeout period, a pop-up with three buttons is displayed:

• Continue session – user can continue working.

• End session – user is logged out.

• Cross icon – dismisses the pop-up and user remains logged in.

If the user does nothing, they are logged out after 2 minutes of inactivity. The 2 minutes period is a default setting.

Minimum and Maximum value for measurement criteria

From 1.5 release the user with compensation admin professional role can enable or disable the minimum and maximum value for goal measurement criteria. This option will allow them to have more control over the criteria.

To enable the minimum and maximum value option go to Workbench > Performance Management > Goal Types.

Users with configurator, goals and compensation admin professional roles can view and set the minimum and maximum value on the goal creation form, if the measurement criteria option is set to ON. If measurement criteria option is set to OFF ,the minimum and maximum value setting is hidden.

Remember that the minimum and maximum value are displayed only for goal types that support them (financial, percentage, numeric) and are not shown for binary goals. Negative values are not allowed and no validation is applied to the minimum and maximum value fields. When copying a goal, the minimum and maximum values are copied as well and they are visible on frozen goals in the goal review.