Odoo 17 runs performance reviews through the Appraisals app: a template sets the questions, an appraisal record pairs an employee with a manager and a date, both sides fill in their half before the meeting, and the outcome plus the goals agreed stay on the employee's file. Appraisals is an Enterprise app, and it can schedule the next review by itself.
To get started with performance management in Odoo:
Apps → Install "Appraisals"
This adds functionality for evaluations, surveys, performance plans, and HR feedback loops within the Employees module.
Creating Appraisal Templates and Questions
Go to:
Appraisals → Configuration → Appraisal Templates
Each template can include:
- 🧠 Skills and competencies to evaluate
- 📄 Open or multiple-choice questions
- 👥 Stakeholders: employee, manager, peers
Templates help you standardize the process across departments or roles.
Launching Review Cycles
Start an appraisal from:
Appraisals → Appraisals → Create
Assign the employee, manager, and deadline. Odoo sends out email invites automatically and tracks completion status in the dashboard.
You can also set up recurring appraisals (e.g., every 6 or 12 months) using automated rules.
Collecting Feedback and Notes
Each participant in the review can:
- ✍️ Fill out forms from their portal
- 📩 Comment on performance categories
- 📎 Attach supporting documents (achievements, samples)
Managers can summarize feedback, write a final review, and recommend actions like promotion or training.
Setting Performance Goals and KPIs
Odoo allows you to track goals for each employee:
- 🎨 Set objectives tied to specific roles or KPIs
- 📅 Assign deadlines and reviewers
- 📈 Track progress over time and link to future appraisals
Performance goals help align employee output with company strategy and team targets.
Tracking Review History and Follow-Ups
Each employee's appraisal history is available in their profile:
- 🧾 Past reviews and feedback notes
- 📊 Trends in scoring or skill development
- 🔁 Follow-up actions from last reviews
Odoo helps you close the feedback loop — no more lost data or ad-hoc evaluations.
Conclusion
Odoo 17 transforms employee appraisals from a once-a-year formality into a real driver of performance and engagement. With customizable templates, automated cycles, and built-in feedback tracking, it's a smart way to invest in your team's growth.
Need help creating appraisal templates or setting up review automation? Let our HR tech consultants help you build it in Odoo.
Questions we get asked
Is Appraisals available in Odoo 17 Community?
No. Appraisals is Enterprise-licensed, so it needs an Odoo Enterprise subscription or a paid Odoo Online plan. Community users who want to run reviews without it usually combine the Surveys app for the questionnaire with a document or an activity on the employee record for the outcome, which works but has no review cycle of its own.
Can review cycles repeat automatically?
Yes. Each employee carries a next appraisal date, and Odoo creates the following appraisal automatically at the interval you configure, commonly every six or twelve months, so nobody has to remember. The cadence is set for the company and can be overridden per employee, for a probation review or a shorter cycle after a promotion.
Who can see an appraisal?
Only the people involved: the employee, their manager and HR. The employee's own answers and the manager's assessment are held in separate sections, and the manager's part can stay hidden until the appraisal is confirmed, so the conversation happens before the written verdict. Colleagues and other departments' managers do not see the record.
Where do performance goals live?
Beside the appraisal rather than inside it. Goals are their own records on the employee, each with a deadline and a progress state, and they are shown on the appraisal so last cycle's commitments sit in front of both people at the meeting. That is what turns a review into something checked during the year.
Can I collect feedback from colleagues?
Yes. With the Surveys app installed, an appraisal can send a 360 feedback request to chosen colleagues, and their answers come back attached to the appraisal. Responses can be kept anonymous. Who is asked, and which questionnaire they get, is decided per appraisal rather than fixed once for the whole company.