Karma & Self-Evaluation
Monthly performance scores.
Structured self-evaluations.
Replace annual appraisal anxiety with monthly karma scores, digital self-evaluation forms, and a complete performance history - built into your TaskEase ERP.
Performance management that is fair and transparent
Monthly karma scores, self-evaluations, and structured reviews — creating a culture of continuous feedback.
Monthly Karma Scores
Admins assign monthly karma scores to each employee on a defined scale. Scores reflect overall contribution, attitude, and performance for the month — creating a consistent, trackable performance record.
Karma History (Monthly & Yearly)
Every karma score is stored with the month, year, score, and admin notes. Employees can see their karma trend over time — motivating improvement. Admins see yearly history for appraisal discussions.
Admin Assigns Karma
HR admins or team managers assign karma scores with a structured scoring form. Optional comments explain the score so employees understand the basis for their rating — reducing review-day surprises.
Self-Evaluation Forms
Employees fill structured self-evaluation forms covering achievements, challenges, goals for the next period, and learning needs. Forms are submitted digitally and linked to the performance record.
Structured Review Process
The review cycle includes self-evaluation first, then manager review, then karma assignment. This structured process ensures employees feel heard and managers have context before assigning scores.
Employee Self-Score
As part of self-evaluation, employees rate themselves across defined competencies. The self-score is shown alongside the manager-assigned karma score — making calibration discussions more objective and data-driven.
How it works
A fair, structured review cycle built into your ERP.
Employee Submits Self-Evaluation
At the start of the review cycle, employees receive a notification to complete their self-evaluation. They rate themselves on competencies, describe their achievements, and submit their form — all inside TaskEase.
Admin Reviews & Calibrates
The manager reviews the employee's self-evaluation alongside their timesheet data, project contributions, and attendance record — all available in the same ERP. They add review comments and calibrate the score.
Karma Assigned & History Updated
The admin assigns the final karma score with optional feedback notes. The score is added to the employee karma history. Employees see their updated score and history in their dashboard — instantly.
TaskEase vs. the old way
| What you need | Old way | TaskEase |
|---|---|---|
| Monthly performance scoring | Excel spreadsheets or no system | ✓ Structured monthly karma scoring |
| Employee self-evaluation forms | Google Forms or separate HR tool | ✓ Digital self-eval built into ERP |
| Performance history tracking | Annual appraisal only — no history | ✓ Monthly and yearly karma history |
| Manager-employee review workflow | Email-based appraisal process | ✓ Structured review cycle in the ERP |
| Data-driven appraisal context | Subjective manager memory | ✓ Timesheet + attendance + karma in one view |
Frequently Asked Questions
What is a "karma score" and how is it different from a traditional appraisal rating?
Karma scores in TaskEase are monthly lightweight ratings — not a once-a-year event. They create a rolling performance record that is visible to both employees and managers, reducing appraisal anxiety and making performance conversations ongoing rather than high-stakes annual events.
Can karma scores be linked to salary increments or bonuses?
The karma module tracks scores and history but does not directly process payroll changes. However, the karma history export can be used by HR during annual appraisal to calculate increment percentages, bonus eligibility, or promotion readiness — providing objective data for those decisions.
Are self-evaluation forms customizable per department?
Yes. Self-evaluation form templates can be created with different competency sets for different departments or roles. Developers might be evaluated on technical skills, problem-solving, and collaboration, while sales staff have different competency dimensions — all configured by the HR admin.
Can employees see other employees' karma scores?
No. Karma scores are private by default — employees can only see their own scores and history. Only HR admins and the direct manager can see an employee's scores. A leaderboard mode (anonymized top performers) is available as an optional setting for organizations that want to use it.
Build a performance culture your team trusts.
Monthly scores, fair reviews, and transparent history — giving employees the feedback they deserve.