Learning & Performance

Manage training, development, goals, and performance reviews.

Overview

This module combines:

Learning - Courses built from steps, enrolments, assignment rules, reviews and certificates

Performance - Goals, reviews, and 360 feedback

Learning Management

Learning sits under People > Learning:

My Learning - your own courses, what is due and the certificates you hold

Courses - build, publish and track the training your business runs

People - who is on which course, how far through, and what is overdue

Reviews - evidence and practical assessments waiting for you to check

Assignment Rules - who has to do which course, enrolled automatically

Certificates - what completing a course issued, to whom, and when it runs out

Everyone has My Learning. Managers see their own team on People, Reviews and Certificates; HR and administrators see everyone.

My Learning

People > Learning > My Learning shows:

To Do - the courses you have been asked to complete, soonest due first. Start or Continue one to work through its steps

My Certificates - what completing a course issued you, with a PDF to download

Completed - the courses you have finished

Working Through a Course

A course is a list of steps. Unless the course lets you take them in any order, each step opens once the one before it is done:

Reading - text, a video, or both, with any files to open; done once you have read it

Quiz - scored questions with a pass mark; if you have attempts left you can try again

Form - questions to answer, not scored

Policy sign-off - read the policy and sign it in the app, or decline it and say why (your manager is told)

Practical assessment - an assessor works through a checklist with you and signs you off

Evidence upload - a file, such as a licence or a ticket, that your manager checks

A step marked Waiting for review is with your manager or an assessor; one marked Returned says what to fix before you hand it in again. When the last step is done the course is complete, and a certificate it issues appears under My Certificates.

Courses

Creating a Course

Go to People > Learning > Courses

Click New Course, give it a Title and an optional Summary, and Create it - or click Draft with AI to have one written for you

On the Steps tab, Add Step for each part of the course: Section (a heading), Reading, Quiz, Form, Policy sign-off, Practical assessment or Evidence upload

On the Settings tab set how long it Takes about (minutes), Due within (days of enrolling), whether Steps unlock in order, and the Certificate - Issue a certificate on completion, Valid for (months) and the qualification it Counts as - then Save Settings

Click Publish. Its steps and questions are fixed from then on

Drafting a Course with AI

On People > Learning > Courses, click Draft with AI

Describe What should the course teach?

Paste The policy or procedure it is about (optional) - the course then teaches what that text says and adds nothing to it

Leave End with a scored quiz on if it should finish with one, and click Draft it

You get a draft course with its steps and its text. It stays a draft until you publish it, so check every step - and every quiz answer - before you do.

Quizzes

A quiz is a step in a course. Set its Pass mark (%), the Attempts allowed and when to Show the answers - After each attempt, Once they pass or Never - then open the step's Questions, add them and mark the right answers. Answers are marked automatically, and nobody taking the quiz sees the right answers before Show the answers allows.

Changing a Published Course

Click Edit as New Version, make the changes, then Publish Version 2 (and so on), saying What changed. New enrolments get the new version; anyone already on an earlier one keeps it until they finish.

Archiving and Deleting

Archive a course so nobody new is enrolled on it, and restore it whenever you need it again. A course nobody was ever enrolled on can be deleted - one with a history is archived instead, so its records stay.

Enrolling People

By Hand

Open a published course under People > Learning > Courses

Click Enrol People

Search for and tick the people to enrol

Set a Due date if this enrolment needs a different one - otherwise the course's own due period applies

Enrol them

Each person is told the course is theirs, and it appears on their My Learning. Someone already on the course is left as they are.

Automatically, with Assignment Rules

Go to People > Learning > Assignment Rules (or a course's Assignment Rules tab) and click New Rule

Give it a Name and choose the published Course

Choose who it reaches - Everyone in the business, or by Positions, Work locations, Employment types and Groups. The rule shows how many people it reaches now

Choose Who it applies to - Everyone who fits, existing staff included, or New starters only

Set Due within (days), and Repeat every (months) for training that has to be done again

Set up rule

The rule runs straight away and then every hour, so someone who moves into a matching position is picked up. A rule never takes anyone off a course - someone who stops matching keeps what they did. Retire a rule to stop it enrolling anyone further; a rule that never enrolled anyone can be deleted.

Other Ways People Are Enrolled

An onboarding workflow's Training step enrols a new starter on the courses it names, and ticks itself off when they finish

An automation's Enrol in Course action enrols the person the automation is about

Withdrawing Someone

Find them under People > Learning > People and choose Withdraw - what they have done so far is kept, and they can be enrolled again later.

Tracking Training

People > Learning > People shows the people you look after:

To Do, Overdue, Completed, Withdrawn and All list the enrolments, with each person's progress and due date. Filter by course, or search

Matrix shows everyone against every course, with each certificate's expiry

Change due date or Withdraw from a row's menu

A person's Learning tab on their profile shows their courses and certificates, and the Learning Progress card on the dashboard shows what is in progress and overdue. To have the matrix emailed on a schedule, use an automation's Send Report action with Learning Compliance.

Reminders

Mployr reminds people 3 days before a course is due, and when it is overdue - then once a week, with their manager told too.

Reviews

People > Learning > Reviews lists the evidence handed in and the practical assessments waiting for you, oldest first:

Evidence - open it, look at the file, then Accept it or Return it with what to fix. The person is told either way

Practical assessment - work through the checklist with the person, then Sign Off - your answers are part of what you sign

Managers see their own team's; HR sees everyone's.

Certificates

A certificate is earned by completing a course that issues one. When someone completes it:

They are issued a certificate with its own number, and a PDF they can download

If the course Counts as a qualification, it is recorded on their Qualifications too, so rostering sees they hold it

People > Learning > Certificates lists them - Valid, Expiring in 90 Days, Expired, Void or All. Mployr sends a reminder 90, 60 and 30 days before a certificate expires, and where an assignment rule enrols people on the course, they are enrolled again before it lapses. Void withdraws a certificate that was revoked or issued in error - it stays on record as void, and the qualification it gave stops counting.

For licences, tickets and checks you track without a course - a forklift licence, a police check - use the employee's Qualifications tab.

Performance Management

Performance Dashboard

Performance > Dashboard gives an overview of performance activities:

Active goals
Pending reviews - self reviews, manager reviews and reviews to acknowledge
360 feedback requests
Active review cycles

Goals

Setting Goals

Navigate to Performance > Goals

Click New Goal

Enter goal details:

Goal title and description
Employee
Category (Performance, Development, Project or Personal)
Priority
Status and target date
Initial progress

SMART Goals

Create effective goals:

Specific - Clear and defined

Measurable - Quantifiable metrics

Achievable - Realistic target

Relevant - Aligned with role/company

Time-bound - Has deadline

Tracking Progress

Find your goal on the My Goals tab (managers also see Team Goals)

Choose Edit and move the Progress slider

Update the status as the goal moves along

Use Mark Complete when it's done

Goal Alignment

Link goals to:

A Parent Goal - nest an individual goal under the team or company goal it supports

A review cycle, with Link to Review Cycle - so the goal is part of that round of reviews

Performance Reviews

Review Cycles

Review cycles are set up under Performance > Review Cycles. Each has a name, start and end dates, and a type:

Annual
Quarterly
Probation
Project

Activate a cycle to open it, and Complete it when the round is done.

To start a review, click New Review on Performance > Reviews, pick the cycle, the employee being reviewed, the reviewer (manager) and the review type, set Initial Status to Send for Self Review, and click Create Review. The employee and the reviewer are both notified.

Self-Assessment

You receive notification when a review is assigned to you

Go to Performance > Reviews - reviews waiting on you are on the Pending Actions tab

Open the review and, under Complete Self Review:

Rate yourself out of 5
Add your comments - examples, progress on your goals, achievements

Click Submit Self Review

Manager Review

Managers complete evaluations:

Review employee self-assessment

Under Complete Manager Review, give an overall rating out of 5

Add your comments, strengths and areas for improvement
Record the development plan

Click Submit Manager Review - the employee is then asked to acknowledge it

Review Meeting

Schedule meeting with manager
Discuss ratings and feedback
Agree on development plan
The employee acknowledges the review in Mployr

Acknowledging Reviews

After manager completes:

Review the feedback

Add any Additional Comments (optional)

Click Acknowledge Review

Review is marked Completed

360 Feedback

What is 360 Feedback?

Gather feedback from multiple sources:

Manager
Direct reports
Peers
Self-assessment
External contacts

The manager and direct-report relationships used here come from your reporting lines in the People Management guide, so keep those up to date for accurate 360 reviews.

Requesting 360 Feedback

Go to Performance > 360 Reviews

Click New 360 Review and choose the review cycle and the employee being reviewed

Click Add Reviewer for each feedback provider and set their relationship:

Manager
Peer
Direct Report
Self
External

Tick Anonymous feedback for any provider whose feedback should be anonymous

Click Create 360 Review - each provider is sent a request

Providing 360 Feedback

When you receive a request:

Go to Performance > 360 Reviews and open the Feedback Requests tab

Open the request
Give an overall rating out of 5
Provide written feedback - strengths, areas for improvement and any other comments

Click Submit Feedback - or Decline Request if you can't give it

Reviewing 360 Results

Open the 360 review
See how many providers have submitted, and each provider's rating (anonymous providers show as Anonymous)

Add more providers with Add Reviewer if needed

Under Finalise Review, add a summary and click Finalise Review - the overall rating is the average of the ratings submitted

Create development plan

Development Plans

Creating a Development Plan

Based on review feedback
Identify development areas
Set specific actions:

Training courses
Mentoring
Stretch assignments
Certifications

Record the plan in the Development Plan on the performance review, and add each action as a Development goal with a target date

Track progress

Tips

For Learning

Set aside regular time for learning
Take notes during courses
Apply learning on the job
Keep an eye on certificates before they expire

For Performance

Update goals regularly
Collect examples of achievements
Prepare thoroughly for reviews
Act on feedback constructively
Seek regular informal feedback

In this guide