A comprehensive appraisal solution that supports Full Flow, Manager Review, Direct Hike, Flat Percentage, and KPI-Based models — with rating-based hike configuration, budget allocation, questionnaire management, and bell curve evaluation, all integrated into payroll.
Employee performance appraisals are among the most complex and sensitive HR processes — they directly affect salary, morale, and retention. LeiPay's appraisal management software brings structure, consistency, and transparency to every review cycle — regardless of which appraisal model your organisation uses.
From a simple manager-driven salary hike to a full multi-level KPI appraisal with bell curve normalisation and budget controls — LeiPay handles it all. And because appraisal outcomes connect directly to payroll, approved hikes reflect in the very next salary cycle without a separate HR action.
Complete multi-step review — self-assessment, manager review, HR approval, and final communication. Full audit trail at every stage.
Manager-driven appraisal where the reporting manager rates and recommends hike — with HR oversight and final approval workflow.
Specify fixed hike amounts per employee or apply a flat percentage across a department or grade band — ideal for streamlined annual increments.
Define KPIs per role, set targets, track actual achievement, and compute performance scores. Hike recommendation generated automatically from score.
The most comprehensive review model — employees complete a self-assessment, managers review and rate, HR validates, and final outcomes are communicated with salary revision letters. Every step tracked with approvals and timestamps.
Managers assess their direct reports and recommend hike percentages based on performance. HR reviews the recommendations, enforces budget limits, and approves final revisions — with automated payroll update on approval.
HR or finance specifies exact hike amounts per employee — used for ad-hoc increments, retention bonuses, or mid-cycle corrections. Processed immediately with payroll integration and salary revision letter generation.
Apply a uniform percentage increase across a department, grade, or the entire organisation. Effective for annual cost-of-living adjustments or across-the-board increments where individual rating is not the determining factor.
Define specific KPIs and targets per role. Employees and managers log actual achievement against each KPI. LeiPay computes performance scores and automatically maps scores to hike recommendations through configurable bands.
Normalise performance ratings across teams to achieve a desired distribution — Top Performers, High Performers, Core Performers, Needs Improvement. Prevents rating inflation and ensures fair, organisation-wide calibration.
See LeiPay's appraisal management live — choose your review model, configure ratings, and see hikes flow into payroll automatically.
Define hike percentage bands for each rating level — e.g., Rating 5 = 20% hike, Rating 4 = 12%, Rating 3 = 8%. Applied automatically across all employees once ratings are finalised.
Set appraisal budget at department, division, or organisation level. Managers can see their available budget as they submit recommendations — preventing overage before HR review.
Build customisable appraisal forms per role, grade, or department. Include competency ratings, open-text feedback, goal assessment, and peer review sections. Responses captured digitally — no paper forms.
Schedule and manage appraisal discussions between employees and managers through LeiPay. Interview outcomes, feedback, and final ratings captured within the same workflow — complete audit trail maintained.
Define target performance distribution percentages. LeiPay analyses submitted ratings against the curve and flags or auto-adjusts outliers — ensuring organisation-wide calibration without manager bias.
Once appraisal hikes are approved, revised salaries apply from the configured effective date — no separate payroll action required by HR. Salary revision letters generated automatically for employee communication.
Structured workflows, budget controls, and bell curve normalisation ensure that appraisals are objective and consistent — not dependent on individual manager discretion or informal negotiations.
Every rating, recommendation, approval, and revision is timestamped and logged — creating an auditable record that HR and management can reference for future cycles or dispute resolution.
Approved hike flows directly into the next payroll cycle — no separate salary revision update needed. The connection between performance and compensation is immediate and automatic.
Different teams, different appraisal needs — LeiPay supports all five models simultaneously. Engineering on KPI-based, sales on commission-linked, support on manager review — all in the same cycle.
Employees receive timely communication, salary revision letters, and can view their appraisal history through the self-service portal — building trust in the performance management process.
See LeiPay's complete appraisal management system — all five review models, budget controls, and direct payroll integration in a live demo.
