EH HR Appraisal
Periodic performance reviews with weighted goals, 360 feedback, and a hash-chained audit trail, driven by the platform workflow engine.
Why this module
EH HR Appraisal
Weighted goals, not a single number
Each goal carries a weight and a 0 to 5 rating; the goal score is the weight-normalized average, so a heavily weighted objective moves the result more than a minor one. Verified by the shipped weighted-score test.
360 feedback that only counts finalised input
Self, manager, peer, direct report, and external raters each score the same appraisal. Only entries marked submitted feed the aggregate, so drafts still being edited never skew the number.
Audit and company safety come from the engine
Every transition and edit writes to an append-only, sha256 hash-chained audit log, and company_id is required with cross-company writes rejected. The module composes these engines rather than reimplementing them.
Day in the life
A review cycle, start to finish
HR applies an Annual Review template to a new appraisal, which copies its weighted goals in without wiping anything already entered. The manager starts the review, peers and direct reports submit 360 scores, and the goal and feedback scores recompute live as ratings land. The manager records an overall rating and completes the appraisal; the workflow locks it in its final state so no further transition can fire, and every step is captured in the hash-chained audit trail. An optional generation service can open one appraisal per active employee for a period and skips anyone who already has one for that window.
Edge cases
The cases most modules quietly ignore.
In the shipped code today, each one a place where a cheaper module silently does the wrong thing.
The period-generation service searches for an existing appraisal on the same employee and date window before creating, so re-running it for the same period creates zero duplicates. Covered by the idempotency test.
Once an appraisal reaches completed or cancelled, the workflow engine treats is_final as authoritative and refuses any further transition, even one a misconfigured definition might declare from that state.
Feedback rows default to not submitted; the feedback count and average ignore every unsubmitted row, so an in-progress draft rating never inflates the aggregate until the rater explicitly submits.
company_id is required and defaults to the active company. A write that moves a record into another company is rejected even under sudo unless an explicit allow_cross_company context override is set, and that elevation is itself written to the audit log.
Audit rows are serialized with a Postgres transaction-scoped advisory lock and chained by sha256 over the previous row's hash, so any after-the-fact edit breaks the chain and is detectable on verification.
Start, complete, and cancel transitions are restricted to the HR Manager group; a user outside the allowed groups is refused the transition by the workflow engine rather than the button silently doing nothing.
When total goal weight is zero the goal score resolves to 0.0 instead of dividing by zero, and weights and ratings are constrained at the database level to non-negative and 0 to 5.
What is inside
Built to do the job, end to end.
- Appraisal record and workflow. eh.hr.appraisal carries employee, manager, period dates, overall rating, and free-text employee and manager feedback. It composes the workflow, audited, and company-aware platform mixins plus mail.thread for chatter, and declares a draft to in_progress to completed or cancelled workflow whose states and transitions live in data and can be reconfigured without code.
- Weighted goals and 360 feedback. Goals hold a sequence, weight, and 0 to 5 rating feeding a stored weight-normalized goal score. Feedback rows carry a rater, a rater type of self, manager, peer, direct report, or external, a rating, and a submitted flag; only submitted rows feed the stored feedback score and count.
- Templates and generation service. eh.hr.appraisal.template holds reusable weighted goal lines; Apply Template copies them onto an appraisal additively. A registered generation service opens one appraisal per active employee for a date window, optionally scoped to a company, and is idempotent across reruns.
- Security and audit. Access is split across HR admin, manager, and employee-self groups with row-level permissions per model. Transitions are group-gated to HR Manager, and creates, writes, unlinks, and transitions all emit rows into the append-only hash-chained platform audit log.
Honest about the edges
What this does not do, so nothing surprises you.
- Targets Odoo 16 Community and requires the EH HR Platform modules eh_hr_core, eh_hr_compat, and eh_hr_engine_workflow alongside hr.
- Appraisal transitions are group-gated only; this module does not route appraisals through a multi-step approval chain, as it does not depend on the approval engine.
- The overall rating is recorded manually by the manager and is not auto-derived from the goal or 360 feedback scores.
- There is no employee or manager self-service portal view; appraisals are managed through the standard backend forms.
- The generation service is callable but is not wired to a scheduled cron in this module; scheduling is left to the deployment.
- 360 feedback aggregation is a simple average of submitted ratings and is not weighted by rater type.
Odoo 16 appraisal, performance review Odoo, employee appraisal module, weighted goal scoring, 360 degree feedback Odoo, performance management Odoo 16, HR review cycle, appraisal templates, performance rating scale, multi-company HR Odoo, audit logged appraisals, Odoo HR platform, employee performance review software, goal weighting, ERP Heritage HR
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Languages
Available in 19 languages
The interface ships translated out of the box. Switch language in Odoo and the fields, menus, and messages follow.
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