Cascade goals, run 360 and peer reviews, and rate talent on a 9-Box grid, all on the same employee record your administrator uses for compensation, development and succession decisions.
Our clients
Link an employee objective to a business goal, then keep dated progress and notes beside it. The review can start with the work recorded during the cycle.
Use configured assessment questions to collect employee and manager input. Compare what each person recorded, then discuss the difference instead of treating a rating as the whole review.
A manager can raise a compensation request during a performance review. Workzoom routes the request to an authorized approver; the rating itself does not change pay.
A Workzoom objective can carry its business-goal link, due date and progress record. In the demo view, a dated update shows its status, completion percentage and note, so the number has context.
Configure the review questions and timing for your team. Employee input, manager assessment and objective history give both sides a record to discuss; confirm the visibility and sign-off sequence in your walkthrough.
Peer input, competency assessments and talent ratings can add context where they fit your process.
A review outcome stays available on the employee record, but it does not make a development or pay decision for you.
Every requirement below is handled by the platform on every pay run, not configured per-customer.
Ontario's Pay Equity Act requires employers to maintain an established pay equity plan on an ongoing basis, not only file it once. Where a compensation request references a performance review, the job and competency data behind that review should reflect the plan currently in force rather than a stale comparison.
Source: Ontario Pay Equity Commission
Ontario pay equity adjustments follow the employer's applicable plan and statutory requirements, not a performance rating. Workzoom keeps review and compensation context on the same employee record, but the employer must assess pay equity obligations and any adjustment separately.
Workzoom records reviews, competency assessments and 9-Box ratings on the employee record. Your team sets access and retention for those personnel records under its applicable policies. CRA's six-year tax-record guidance does not automatically define a retention period for performance reviews.
Source: CRA, scope of tax records
Goals, feedback, review and reference, on one record.
Top-level goals cascade into department and individual objectives, tracked alongside the review cycle you set.
Objective status and manager notes are logged throughout the year, so the annual review summarizes documented progress.
Self-evaluation, manager assessment and peer feedback run from one of six assessment types, scored against a role's competency library.
A completed review sits on the same record as compensation, learning and succession, ready to reference when the administrator makes the next decision.
The story
The story
County of Renfrew, Ontario's largest county by area with over 900 employees, runs performance management live inside Workzoom. Goals and reviews sit on the same employee record as the recruiting, onboarding, time off and safety training modules the county deployed alongside it, replacing a stitched stack of paper forms and disconnected tools.
Running performance on the same platform as the rest of HR matters for public-sector employers specifically: a review referenced in a compensation request, a succession plan or a pay equity maintenance review is working from the same record rather than a reconciled export.
The story
Workzoom lets an administrator define company goals and cascade them into department and individual objectives, so review cycles run against goals tracked through the year rather than reconstructed from memory. Six assessment types, including 360-degree reviews with peer feedback, self-evaluation and manager assessment, run from one template builder.
Disciplinary actions, ad hoc reviews and manager notes are logged the same way, so a year-end conversation is a summary of documented progress. The 9-Box and 12-Box talent grids plot performance against potential to give leadership a shared view of who is ready, who needs support and where the organization has gaps.
The story
For an Ontario employer subject to the Pay Equity Act, plan maintenance and adjustments are separate obligations from individual performance reviews. Workzoom keeps performance, compensation and pay history on the employee record so an administrator can reference the relevant context, but the employer validates its pay equity obligations and any adjustment under the applicable plan and law.
When evaluating performance management software, test a completed review against a separate compensation request. A review does not change pay on its own. The request needs its own approval, with the review available as documented context rather than a rating that triggers a raise automatically.
Canada pricing
No initial setup fees, no long-term contract. Implementation, migration, and training included.
How Workzoom performance runs day to day in Canada, with the local statutory specifics teams ask about.
Ready to run Canada performance?
Bring the part that's costing you time. We'll show you what running it properly looks like.
Workzoom works with organizations of 50 or more employees. See our minimums.
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