Performance Management, Reward & People Systems
Make people decisions consistent, transparent and less dependent on individual judgement.
Performance and pay decisions can remain informal while a team is small and one person knows everybody’s contribution. That changes as managers, teams and reporting layers grow.
FormWork helps businesses build practical systems that make expectations clearer and important people decisions easier to explain.
A form is not a performance-management system.
A performance form cannot compensate for unclear roles, vague expectations, inconsistent manager judgement or a review process people only think about once a year.
A useful system connects role clarity, goals, manager conversations, evidence, decisions and follow-through. It should be simple enough to operate consistently and robust enough to support real decisions about development, progression and reward.
What we build
Depending on the engagement, work can include:
- performance-management framework;
- goal and KPI design;
- performance-review cycles;
- probation framework and review tools;
- compensation philosophy;
- salary structures and bands;
- progression logic;
- career frameworks;
- people reporting;
- manager guidance and training.
We can design the reward framework. We do not run monthly payroll.
FormWork can design compensation structures, salary bands and progression frameworks and can review relevant payroll processes from an HR or compliance perspective.
FormWork does not currently operate as a monthly payroll-processing bureau.
Design the system around the decisions managers actually need to make.
Diagnose the current system
Understand how goals, reviews, probation, pay and progression are currently handled and where inconsistency or friction appears.
Design the framework
Build the practical performance, KPI, probation, reward or career components in scope and define how they connect.
Pilot and calibrate
Test the tools and decision rules with leadership or a defined group, then adjust before wider use.
Embed with managers
Train or guide the people who will operate the system so it becomes part of management practice rather than an annual HR exercise.
A stronger system should make five things clearer.
- What good performance looks like in the role.
- What evidence managers should use.
- When and how performance is reviewed.
- How progression or reward decisions are made.
- What managers are expected to do when performance is strong, mixed or below expectation.
Frequently asked questions
How long does performance and reward work take?
Several weeks to a few months, depending on which systems are in scope and whether organisation-design work needs to happen first.
Do you run payroll?
No. FormWork can design compensation structures, salary bands and progression frameworks and review relevant payroll processes from an HR perspective, but we do not currently process monthly payroll on behalf of clients.
Can you provide salary benchmarking?
We can help design an internal salary structure and use reliable market information where it is available and appropriate. Where a formal or highly specialised compensation benchmark is required, we may recommend a specialist data source or provider.
Will managers know how to use the system afterwards?
That is part of the design objective. Where appropriate, the engagement includes manager guidance, calibration and training so the system is not left as an HR document nobody confidently operates.
Do we need organisation design first?
If roles and accountabilities are unclear, usually yes — or the two pieces of work should be sequenced together. It is difficult to assess performance fairly when the organisation has not defined what each role is accountable for.
Organisation Design & Role Clarity
If roles and accountabilities are unclear, that work usually comes first.