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.
Workzoom performance management software runs goal-setting, reviews and 9-Box talent grids on the same employee record as HR and payroll, rather than as a standalone review tool. County of Renfrew, an Ontario municipality with more than 900 employees, runs performance management live inside Workzoom alongside recruiting, onboarding and time off. Because reviews sit on the record an administrator already uses for compensation and succession, a completed review is a documented input to the next decision rather than a form that gets filed.
Our clients
Reviews and ratings live on the same employee record an administrator uses for compensation requests, development plans, and succession, so a review is a documented input to those decisions rather than a form that gets filed. The administrator makes the call; the data is in one place.
Standardized competency frameworks, structured assessment templates, and cascaded goal tracking help every manager evaluate against the same criteria for the same roles. Trust in the process improves when the criteria are consistent.
When objectives, notes, and ad hoc check-ins are tracked throughout the year, the annual review becomes a summary of documented progress rather than a high-stakes conversation based on memory. Employees and managers both arrive prepared.
Workzoom lets you define top-level business goals and cascade them into department and individual objectives so every employee knows what they are working toward and why it matters. Reviews run on any schedule you set, whether by calendar period, fiscal cycle, or each employee's hire or seniority date, with goals tracked alongside them.
Workzoom makes regular feedback part of the workflow rather than limiting it to annual review cycles. Employees update progress on their objectives. Managers add notes. Disciplinary actions are documented with full history. Everything is tracked in one place.
Workzoom supports 360-degree reviews with peer feedback, self-evaluation, and manager assessment alongside custom assessment questionnaires for different roles. The platform tracks a configurable competency library and certifications across the organization.
Workzoom supports 9-Box and 12-Box evaluations to help leadership see at a glance who is ready for advancement, who needs development support, and where the organization has gaps. The ratings are recorded on the employee record for an administrator to reference in succession and development decisions.
Performance results live on the same employee record as compensation, so an administrator or manager can reference a review when submitting a compensation request. The request is reviewed and approved or denied separately. Performance reviews do not change pay on their own.
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
Under Ontario's Pay Equity Act, an employer working toward pay equity is generally expected to direct at least 1 percent of the previous year's payroll toward pay equity adjustments each year until the gap is closed. Compensation requests that reference a performance review sit on the same employee record as the pay data this calculation draws on.
The Canada Revenue Agency requires employers to keep payroll and employment records for six years from the end of the last tax year they relate to. Performance reviews, competency assessments and 9-Box ratings sit on the same retained employee record rather than a separate review tool.
Source: CRA, keeping 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 more than 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
Ontario's Pay Equity Act requires an established pay equity plan to be maintained on an ongoing basis, and an employer working toward pay equity is generally expected to direct at least 1 percent of the previous year's payroll toward adjustments each year until the gap closes. Because performance, compensation and pay history sit on the same employee record in Workzoom, the job and competency data behind a compensation decision is current rather than a separate spreadsheet reconciled once a year.
A performance review does not change pay on its own. Compensation requests are submitted and approved as a separate step, with the review available as documented context an administrator can reference, not a rating that triggers a raise automatically.
Real product, real questions, no slides. Starts at $4 per employee per month, CAD or USD, with $0 setup fees.
Canada pricing
No setup fees, no long-term contracts. Implementation, migration, and training included.
Bring the part that's costing you time. We'll show you what running it properly looks like.
How Workzoom performance runs day to day in Canada, with the local statutory specifics teams ask about.
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