01 What's inside

People

Reviews, goals, regular 1:1s, onboarding and the organisation itself — the everyday work of leading.

Annual reviews

Reviews and bonuses you can explain

Define categories, weights and point ranges per cycle. Reward brackets turn scores into a bonus as a share of gross salary — calculated live while you review. Before the results are final, the person and their colleagues add their view through personal links, and ratings are compared across teams in a calibration.

  • Fully configurable: categories, points from–to, steps, weights
  • Bonus brackets or a linear scale, with a cap
  • Overview with medians, distribution and per-department results
  • Private and shared notes for every person throughout the year
More details (4)
  • Export to Excel for payroll
  • Self-review and 360° feedback through personal links — no accounts for employees or outside raters
  • Colleagues' answers are shown only after the round closes, and only for groups of three or more
  • Rating anchors and a calibration session with a reason and a trail for every change — the system suggests nothing and decides nothing
Goals

Goals people actually come back to

Agree what someone is working towards, then keep it alive with short check-ins instead of one forgotten document. Every goal carries its period and progress, and the review editor shows them next to the scoring, so the conversation starts from what was agreed.

  • A goal has a period, a progress bar and a history of check-ins
  • Each check-in keeps who wrote it and what changed
  • The overview compares a person against the company median
  • Goals for the period appear in the annual review
  • A lead sees their own people, nobody else
1:1s & development plans

Regular 1:1s that stay between the two of you

A manager keeps a series of 1:1s with each direct report — weekly, every two weeks or monthly. The employee needs no account: they add their own agenda points through a personal link, receive the summary by email and can correct it. What was agreed comes back on every agenda until it is done. The development plan is read and agreed through a link as well, and nobody is given a score.

  • A shared agenda: your points, the person's own points added through their link, and optional conversation starters
  • Shared notes go to the person as a summary — they can comment or tick “This is not how I remember it”
  • Action items with an owner and a due date return on every next agenda until they are ticked off
  • Private notes can be read only by the manager who wrote them — not HR, not an admin, not the next manager. The one exception: when the person asks for a copy of their data, the notes are included, and the author is told
More details (5)
  • The manager's journal: quick dated notes about the people in your team — what went well, what to improve. Bring one to the next 1:1, send one as feedback, and see your own notes beside the annual review, so that it rests on the whole period rather than the last few weeks
  • Journal notes are read in Crewmark only by the manager who wrote them, and they are included when the person asks for a copy of their data. HR sees only whether journals are kept — never who a note is about or what kind it is
  • HR sees whether 1:1s take place — dates and counts per manager — not agendas or notes. A company can let HR read shared notes; every read is then logged and the person's own pages say so
  • Development plans with goals described in words, actions and due dates; the person answers “I agree” or “Let's discuss”, and an agreement is sealed with the time and a fingerprint of the exact text
  • Nobody is rated with a number: no scores, levels or rankings of people anywhere in the module — the journal only counts your own notes for you
Onboarding

A first month nobody has to improvise

Build onboarding templates once. When someone new joins, Crewmark creates every task with its due date and hands it to the right person — IT, the manager, HR or the whole team.

  • Your own phases: before day one, first day, first week…
  • Assign by person, role, manager or head of department
  • Checklists, written answers and file uploads
  • Everyone sees their own tasks; overdue items stand out
People & partners

Your whole organisation, from first day to last

Keep the essentials about everyone — department, manager, start date — draw the reporting line on an org chart you can edit, and mark external partners with the company they work for. When someone leaves, the exit checklist runs and their access ends on the last working day.

  • An org chart of any shape, edited by dragging a card
  • External partners linked to their partner company
  • Exit checklists per company, with owners and due dates
  • Completing an exit closes the account and ends every session
  • Nothing is deleted — reviews, documents and history stay
Forms & campaigns

Ask everyone, without a spreadsheet going round

Employees have no accounts, so Crewmark comes to them: each person gets a personal secure link and answers on their phone. The yearly team-building form — who is coming, what they eat, who shares a room with whom — lands in the portal instead of an Excel file going round. The same works for data before the first day and for policies people have to confirm.

  • Personal links for named answers, or one shared link and QR code for anonymous surveys
  • Templates: team-building sign-up, policy acknowledgement, before your first day, contact data check
  • Invitations and reminders go out only in your company's working hours
  • Room sharing worked out from who picked whom, with export to Excel or CSV
More details (2)
  • Every form says why you are asking and deletes its answers after the period you set
  • Anonymous results appear only once five people have answered
All features

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