Every score comes with the exact definition behind it, the full level ladder, so a rating is explainable and never arbitrary. Competencies, Goals and Values roll into one Performance Score.
Upload a Job Description and Compazable reads it for you. It drafts the Role and its Tasks, then suggests the Competencies each Task needs, each with a five-level ladder and the level the Role calls for. Your HR team reviews every suggestion before anything is saved, and every review score still comes from a person.
Each part is reviewed on its own, then weighted the way your company decides. Nobody has to wonder where a number came from.
Example weights only. Each company sets its own.
What a person can do, scored against a level ladder.
How well the work of the Role is done, weighted by how often and how critical it is.
Agreed targets, checked in on between reviews, rated when the period closes.
The behaviours your company stands for, written once and rated by managers.
Colleagues' view. Kept private from the person being reviewed.
Pick the one that sounds like you. Each page walks through the real screens that role uses, filled with demo data.
See where capability is thin, who can step up, and whether training worked.
Score fairly, set Goals with your team, and see who is ready for more.
Know what is expected, track your Goals and see where you could go next.
Choose people on evidence, and measure them against your best performers.
Before anyone is scored, the full level ladder is on screen: what a 3 means against a 5. Managers see it while they rate. Employees read the same words when they evaluate themselves.
Proposed by the employee or set with the manager, weighted, checked in on between reviews, then rated when the period closes. A team Goal can be set for several people at once.
HR writes the Values once, with a rating scale for each, and applies them to the whole company or to chosen groups. A company can rename them, for example "Behaviours".
My Career Paths lists the Roles an employee could move to, how close they are today and exactly what is missing. Where a company lets employees propose Goals, a gap can become a development Goal.
Succession Cover shows every Critical Role, who is ready and how soon, and which Roles have no successor at all.
The same review data that scores people also shows where training will matter, and whether it worked.
Measured from real reviews. Compazable shows where a Competency is weakest and whether it moved after training. The movement comes from the next review cycles, not from a feedback survey.
Set distribution guidance and compare it with the actual spread. Guidance only, never a silent score change.
Score a candidate against a Role's own Competency Matrix, then convert them to an Employee.
Ask a question in plain English and get an answer from the data you are allowed to see.
Access Roles scope every screen to a person's own people, enforced on the server.
Automated tests before every release, independent security scanning, and GDPR tools built in.
An integration API and webhooks for your HR systems, plus Excel and CSV import and export.
Bring your own Roles and Competencies. A 60 minute working session built around your real setup, with no preparation needed on your side.