1. Module Overview

HR Performance Evaluation Management (technical name gestionevaluationsrh) is a comprehensive Human Resources suite that extends Dolibarr ERP with a full talent-management, performance-evaluation and career-development platform. It transforms Dolibarr into a modern HR information system while remaining a well-behaved add-on: it installs under htdocs/custom/, uses its own llx_gerh_* database tables, and never modifies Dolibarr core files.

The module covers the complete employee lifecycle — from referential setup (job families, departments, positions, skills) through recruitment and onboarding, into recurring performance evaluations, 360-degree feedback, goal setting, competency and potential assessment, calibration and 9-Box talent review, and finally career planning, succession, mobility, training and development actions. All of this activity feeds a real-time analytics layer branded the "Performance & Growth Compass".

Module Identity

 

Key Highlights

·       35 business objects — a single coherent HR data model, from job families to AI recommendations.

·       Performance & Growth Compass — one global HR evaluation index plus eight axis indices.

·       9-Box talent review — an interactive Performance × Potential matrix built into the dashboard.

·       Nine-report reporting suite — CSV and Excel exports for every strategic HR dimension.

·       Full REST API — rights-guarded endpoints under /api/index.php/gestionevaluationsrh/.

·       Multilingual — five languages shipped, 719 translation keys each.

·       Purgeable demo data — one click to populate, one click to remove, guarded by a constant.

2. Business Objectives

The module is designed to help HR departments and line managers move from scattered spreadsheets to a single, auditable and data-driven talent process. Its business objectives are:

·       Centralize the employee record — one place for skills, certifications, objectives, evaluations, feedback and career history.

·       Standardize evaluation cycles — reusable templates and campaigns so every employee is assessed on a consistent, fair basis.

·       Make performance measurable — quantified scores, weighted evaluation lines, goal progress tracking and axis indices.

·       Identify and grow talent — potential assessment, 9-Box calibration, succession planning and individual development plans.

·       Reduce turnover risk — engagement tracking, talent-risk records and proactive HR alerts.

·       Give leadership real dashboards — an executive HR cockpit with ~30 KPI cards and 12-month trends.

·       Support decisions with data — nine exportable reports and an AI-recommendation object for guided next-best actions.

3. Target Users

The module serves every actor in the HR value chain, with rights-based access ensuring each role sees only what it needs.

 

4. Campaign Management

Evaluation campaigns organize appraisal activity into time-boxed, population-scoped cycles. Rather than creating evaluations one by one, HR launches a campaign that targets a population (a department, a job family, or the whole company) over a defined period and evaluation type.

What a campaign controls

·       The evaluation type (annual review, mid-year, probation, project, 360-degree).

·       The reference period (date range) and due dates that drive HR alerts.

·       The target population, resolved through departments, job families and positions.

·       The evaluation template applied to every participant for comparability.

·       The workflow status of each generated evaluation, from draft to validated.

Each evaluation created within a campaign is a first-class gerhevaluation object carrying its own eval_type, eval_date, status and scores, while its detail lines (gerhevaluationline) hold the per-criterion ratings. Campaign progress is surfaced on the dashboard so HR can see completion rates at a glance and act on overdue items through the alert system.

5. Evaluation Templates

Templates define the structure of an evaluation so that appraisals are consistent and comparable across a population. A template is a set of weighted criteria that becomes the evaluation lines (gerhevaluation_line) when the evaluation is generated.

Template structure

·       Criteria — each measurable item (a competency, an objective area, a value/behavior).

·       Rating scale — a numeric scale per criterion, aggregated into an overall evaluation score.

·       Weights — relative importance of each line, so critical criteria drive the final result.

·       Grouping — criteria organized by axis (performance, skills, behaviors) for readable results.

·       Reusability — one template drives an entire campaign, guaranteeing a level playing field.

Because evaluation lines are stored in their own table, the module can report at criterion level — for example, average score per competency across a department — not just on the headline evaluation score.

6. Self-Assessment

Self-assessment lets employees rate their own performance and competencies before or alongside the manager's review, encouraging ownership and richer appraisal conversations.

·       Employees score the same criteria the manager will use, producing a self vs. manager comparison.

·       Self-assessment feeds the employee's competency profile (gerhemployeeskill) and objective progress.

·       Personal objectives can be updated by the employee, including a progress percentage, via the API.

·       Results become inputs to the interview and to the individual development plan (IDP).

Self-assessment is captured as an evaluation of the appropriate type, so it flows through the same scoring, reporting and dashboard machinery as any other appraisal.

7. Manager Assessment

The manager assessment is the core appraisal performed by the employee's line manager. It applies the campaign template, scores each evaluation line, and produces an overall performance result that flows into the performance axis index and the 9-Box matrix.

Manager workflow

·       Prepare — review the employee's objectives, prior evaluations, self-assessment and skills.

·       Rate — score each evaluation line; weighted aggregation yields the overall score.

·       Comment — add qualitative feedback per criterion and a summary appraisal.

·       Decide — recommend training, promotion, mobility or a development action.

·       Validate — move the evaluation through its status workflow to a validated, auditable record.

Manager assessments are the primary source for the performance dimension of the Performance & Growth Compass and for identifying top performers.

8. 360-Degree Feedback

360-degree feedback broadens appraisal beyond the manager by collecting input from peers, direct reports, internal customers and other stakeholders. Feedback is stored as gerhfeedback records linked to the employee.

·       Multi-source input: manager, peers, subordinates and cross-functional colleagues.

·       Structured around the same competency framework for a consolidated 360 profile.

·       Feeds the engagement and leadership axis indices on the dashboard.

·       Supports anonymized aggregation so individual raters are protected while trends surface.

·       Complements manager and self-assessment for a rounded, bias-reduced view.

9. Interview Management

The interview object (gerhinterview) manages the structured conversations that punctuate the HR year: annual reviews, professional interviews, career discussions and check-ins. Interviews are exposed through the REST API (GET interviews) and are schedulable with an interview_date.

 

Interviews close the loop between measurement (evaluations) and action (development plans, objectives), giving the appraisal process a documented, auditable trail.

10. Goal Management (SMART / OKR)

Objectives (gerhobjective) implement goal management following SMART and OKR principles. Each objective belongs to an employee, has a due date and a progress percentage, and can be updated over the year — including programmatically through the API (PUT objectives/{id}).

Goal capabilities

·       SMART framing — specific, measurable, achievable, relevant and time-bound objectives with due dates.

·       OKR alignment — objectives can be cascaded from company to team to individual, with measurable key results.

·       Progress tracking — a live percentage per objective, editable by the employee or manager.

·       Evaluation linkage — goal attainment contributes to the performance evaluation and score.

·       API access — GET objectives and PUT objectives/{id} let integrations read and update progress.

11. Competency Assessment

Competency management is built on a reusable skills referential (gerhskill) and per-employee skill records (gerhemployeeskill). Together they produce a living competency matrix that can be assessed, gap-analyzed and used to drive training.

·       Skill catalog — a shared referential of skills, grouped and reusable across the organization.

·       Employee skill profile — each employee holds rated skills with current and target levels.

·       Certifications — certification references (gerhcertificationref) and awarded certifications (gerhcertification) track formal qualifications and expiry.

·       Gap analysis — compare current vs. required levels for a position to reveal development needs.

·       Training trigger — skill gaps feed training catalogs, sessions and registrations.

The skills axis of the Performance & Growth Compass is computed from this data, giving leadership a portfolio view of organizational capability.

12. Potential Assessment

Potential assessment (gerhpotential) evaluates an employee's capacity to grow into larger or different roles, independent of current performance. It is the vertical axis of the 9-Box matrix.

·       Rates growth potential, learning agility and readiness for advancement.

·       Combined with performance to place employees on the 9-Box talent grid.

·       Feeds succession planning by highlighting high-potential (HiPo) talent.

·       Informs the potential axis index and the talent-risk analysis.

13. Calibration

Calibration is the process of comparing evaluation results across managers and teams to remove rating bias and ensure fairness before appraisals are finalized. The module supports calibration through its criterion-level data and the 9-Box talent review.

·       Side-by-side comparison of scores across a population using evaluation lines.

·       Distribution views that reveal leniency or severity by manager or department.

·       The 9-Box matrix as the calibration canvas for performance vs. potential.

·       Adjustments recorded on evaluations so the final, validated record is defensible.

14. Talent Review (9-Box)

The talent review is centered on the interactive Performance × Potential 9-Box matrix embedded in the dashboard. Each cell classifies employees by combining their performance evaluation with their potential assessment.

 

The talent review connects directly to succession (gerhsuccession / gerhsuccessor), career plans (gerhcareerplan) and mobility (gerhmobility), so decisions made on the grid translate into concrete records.

15. Action Plans

Action plans turn evaluation outcomes into tracked commitments. They are surfaced through the API (GET actionplans) and are built from several object types working together.

·       Individual Development Plans (gerhidp) — structured growth roadmaps per employee with due dates.

·       Coaching & mentoring (gerhcoaching, gerhmentoring) — relationships that support development goals.

·       Training registrations (gerhtraining_reg) — enrollment in sessions from the training catalog.

·       Tasks (gerhtask) — granular follow-up items with owners and deadlines.

·       Alerts (gerhalert) — automatic reminders for overdue evaluations, interviews and actions.

Because every action carries a due date, the dashboard and alert widgets can flag what is overdue and what is coming up, keeping development on track.

16. Reporting

The reporting suite (reporting.php) delivers nine strategic HR reports, each exportable to CSV and Excel for offline analysis and board reporting.

 

All exports pass through HTML-entity decoding so accented characters render correctly in the output files, and every report reflects the same underlying llx_gerh_* data as the dashboards.

17. Dashboards

The dashboard (dashboard.php), branded the "Performance & Growth Compass", is the executive cockpit of the module. It aggregates the entire HR data model into a single, real-time strategic view.

Dashboard components

·       Global HR evaluation index — one headline score summarizing organizational HR health.

·       Eight axis indices — performance, engagement, potential, skills, training, leadership, mobility and succession.

·       ~30 KPI cards — headcount, open positions, evaluation completion, average scores, engagement, attrition and more.

·       12-month trend charts — time series that reveal direction, not just a snapshot.

·       Performance × Potential 9-Box matrix — interactive talent grid for calibration and review.

·       Top performers — highest-rated employees surfaced for recognition and retention.

·       Recommendations widget — AI-assisted next-best actions (gerhairecommendation).

·       To-do / alert widgets — overdue evaluations, interviews and action items in one place.

The dashboard reads live KPIs through the same aggregation logic exposed by the API endpoint GET dashboard/kpis, ensuring the screen and integrations agree.

18. Integrations with Dolibarr Native Modules

The module is a native Dolibarr add-on. It declares hard dependencies on two core modules and reuses Dolibarr's platform services rather than reinventing them.

 

Installed under htdocs/custom/, the module never modifies Dolibarr core files, so it remains upgrade-safe across Dolibarr 16 through 23.

19. Security

Security is enforced at every layer using Dolibarr's native mechanisms plus module-specific guards.

·       Granular permissions — 26 rights across nine functional groups gate every page and API call.

·       Rights-guarded API — each endpoint checks the caller's rights via a guard() helper; unauthorized access is rejected.

·       Authenticated API — requests require a valid DOLAPIKEY; a bogus key returns HTTP 401.

·       Entity isolation — records carry an entity column, respecting Dolibarr multi-company boundaries.

·       Audit columns — every table records date_creation, tms, fk_user_creat and fk_user_modif.

·       Safe sorting — list queries validate sort fields against a whitelist to prevent injection.

·       Non-invasive install — custom module only; no core files are touched.

20. REST API

The module ships a complete REST API under the base path /api/index.php/gestionevaluationsrh/. Endpoints are authenticated with DOLAPIKEY and guarded by the same rights as the UI; an invalid key returns 401 and insufficient rights are rejected.

 

Authentication example

Requests pass the API key in the DOLAPIKEY header, for example:

GET /api/index.php/gestionevaluationsrh/evaluations?limit=50&status=validated
DOLAPIKEY: <your-api-key>

All list endpoints support sortfield, sortorder, limit and page parameters for stable, paginated integration.

21. Demo Data

The module includes an installable and safely purgeable demo dataset so that every dashboard, chart and report is fully populated out of the box for evaluation, training and demonstrations.

·       Complete coverage — demo records span all 35 tables, so no screen appears empty.

·       Tagged records — every demo row carries the import_key GERHDEMO for precise identification.

·       Guarded purge — a guard constant protects the purge routine, and only GERHDEMO-tagged rows are removed.

·       Idempotent — demo data can be installed and removed cleanly without affecting real records.

·       Realistic — populations, scores and 12-month histories are seeded so trends and indices are meaningful.

22. Technical Architecture

The module follows standard Dolibarr add-on architecture. Each business object extends CommonObject, has a dedicated class in class/, a card and list page, an SQL definition in sql/, and is registered in the descriptor core/modules/modGestionEvaluationsRh.class.php.

Component layout

 

Standard columns

Every one of the 35 tables carries the standard Dolibarr column set for consistency and auditability:

·       rowid, entity, ref, status

·       date_creation, tms (modification timestamp)

·       fk_user_creat, fk_user_modif

·       import_key (used by the demo-data mechanism), note

The 35 Business Objects

 

23. User Roles & Permissions

The module registers 26 permissions in Dolibarr's standard six-column rights system, organized into nine functional groups. Read and write are granted by default for the operational groups; reporting is read-only.

 

Each of the eight operational groups (referential, talent, recruitment, skills, performance, career, development, analytics) exposes read, write and delete rights — 24 rights — plus reporting (read) and admin, for 26 in total. Read and write are enabled by default on install so the module is immediately usable, while delete and reporting can be assigned per role.

24. Installation

The module installs like any Dolibarr custom module and requires no core modification.

Prerequisites

·       A working Dolibarr installation, version 16 to 23.

·       PHP 7.1 to 8.x.

·       The Société (Third parties) and User modules enabled.

Steps

1.     Copy the gestionevaluationsrh folder into htdocs/custom/ (or deploy the module ZIP from Home ▸ Setup ▸ Modules ▸ Deploy).

2.     Go to Home ▸ Setup ▸ Modules/Applications and locate "HR Performance Evaluation Management" under the Human Resources family.

3.     Click the on/off toggle to activate the module; the 35 llx_gerh_* tables are created automatically.

4.     Open the module setup page (admin/) to configure options and, optionally, install the demo data.

5.     Assign the appropriate permissions to your HR users and managers under Users & Groups ▸ Permissions.

6.     Optionally generate a DOLAPIKEY for any user that will consume the REST API.

To remove demo data later, use the guarded purge action; only rows tagged with import_key GERHDEMO are deleted, leaving real records intact.