The overall performance indicator is recommended to be stretched to 100% based on the weighted KPIs, in order to have a transparent calculation.

In the case of weighted kpi, the points are allocated as follows:

Below the lower limit - the user does not get points (0 points)

The user gets a point distributed proportionally between the lower limit and the target value (0 points - proportional to the maximum point)

If the target value is reached, the user will receive the maximum point. (maximum score of kpi)

Between the target value and the Upper Limit it is possible to allocate bonus points - (by default it is 0%) - x% of the weighted value of the KPI (configurable) can be distributed proportionally.

If the upper limit is reached, the maximum bonus point will be awarded.



Example of allocating Work time balance KPI:

Points to be awarded: 20

Below the lower limit: 0 points

Between Lower Limit and Target value: 1-19 points, in proportion to the value achieved.

If the target value is reached: 20 points.

An example for the performace indicator calculation,

If the user in the above profile reaches the target value for the first 5 weighted KPIs, but not reaches the last 2 KPIs lower limit, will receive 85 points. (not reaches the lower limit for time enetered by user and for mobile work time), so the Total performance is 20 + 20 + 20 + 15 + 10 = 85 points.

If the profile KPIs weight is streched to 100, it will mean the user has a 85% performace during the time period.

However, if a 20% bonus were set for the profile and the user were able to have a work time balance over 120%, the user would be credited with 20 + 4 bonus points (20% of 20 points).

Based on the same example, if the work time balance is between the target and the upper limit, i.e. it is 110%, in which case we would calculate the available 20% bonus proportionally, which would be 2 points (we would get 50% of the 4 points available, since the value point falls between the target and the upper limit).