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Fiverr Pro
English
$
USD
I will design your performance management system, kpis and appraisal cycle
About this Gig
Most appraisal systems fail in the same place: two managers rate the same performance differently, and nobody can defend the outcome when it affects pay.
I build the system that holds up under scrutiny KPIs tied to something measurable, a rating scale with written definitions, and a calibration process that surfaces the disagreement before the ratings are final.
What you get:
- KPIs with targets, weightings, and the data source for each
- A rating scale where every level is defined in words, not numbers
- Appraisal forms for mid year and year end
- A manager guide for the review conversation itself
- A calibration guide so ratings mean the same thing across teams
- A cycle calendar showing who does what and when
Background: I run the performance and bonus cycle at a Tadawul listed company, and I built performance management from nothing at a SAMA licensed fintech that grew from 15 to 100+ people.
CIPD Level 3 certified. CAPM in progress. Based in Riyadh, working in Arabic and English.
Tell me your headcount and how many distinct roles you need covered, and I will tell you which package fits.
Industry:
Other
Target country:
Worldwide
Other HR Consulting Services I Offer
FAQ
Do you write KPIs for any function?
Yes. Sales, operations, finance, engineering, support, and corporate functions. Send me the job titles and what each role is accountable for. Where a role has no obvious metric, I build behavioural indicators instead of inventing a number that nobody trusts.
What makes a rating scale defensible?
Written definitions for every level, not just labels. If a 3 and a 4 are only distinguished by the manager's mood, the ratings will not survive calibration or a pay discussion. Each level in my scales describes observable behaviour and results.
What is calibration and do I need it?
A session where managers compare ratings across teams before anything is final, so a 4 in one department means the same as a 4 in another. If your ratings feed bonus or promotion decisions, you need it. It is included in the Premium package.
Can you link this to bonus or salary decisions?
I build the rating structure that a bonus or increase matrix sits on top of, and the guide explains how the two connect. I do not set your bonus pool or pay levels, since those depend on budget and market data specific to you.
Can you deliver in Arabic?
Yes. Add the Arabic extra and you receive both versions, matched section by section. Appraisal forms and rating definitions are written in Arabic, not translated, so managers and employees read the same meaning.
