Custom AI agent · HR
AI Performance Review Preparation Agent
Prepare better performance conversations from evidence, not guesswork.
Prepare structured performance conversations from approved goals, feedback, and evidence while keeping decisions with people.
- Less time assembling goals, feedback, milestones, and prior commitments
- More consistent preparation across managers, roles, and review cycles
- Clearer separation between documented evidence, interpretation, and the human decision
Starting at $300 USD/month
Starting price is $300 USD/month for a tailored solution. Your final proposal defines the scope, deliverables and payment terms. Additional integrations, usage, hosting and ongoing support are scoped and priced before work begins.
What is an AI performance review preparation agent?
An AI performance review preparation agent helps managers and people teams organize approved goals, feedback, accomplishments, development plans, and review-cycle context into a structured preparation packet. It can map evidence to configured expectations, identify missing examples or conflicting inputs, suggest questions for a balanced conversation, and preserve the distinction between facts and interpretation. Tranki configures the workflow around your review framework, role levels, cadence, feedback sources, calibration process, privacy rules, and approval boundaries. The agent supports preparation; it does not assign a rating, recommend compensation or promotion, diagnose an employee, or replace manager, employee, HR, or legal judgment.
What it can prepare
Organize review evidence
Collect approved goals, milestones, feedback, project outcomes, recognition, development commitments, and prior context into a traceable review-period summary.
Map evidence to expectations
Compare documented examples with configured role, level, competency, or goal guidance while flagging missing context, ambiguity, duplication, and unsupported conclusions.
Balance the conversation
Prepare strengths, growth questions, employee perspective prompts, follow-up topics, and evidence gaps so managers can discuss performance with more structure.
Support review-cycle operations
Format preparation packets, route manager or HR review, track requested corrections, and preserve approved versions without changing an official rating or record.
Where it can help
Quarterly or annual reviews
Assemble a manager-ready view of goals, outcomes, feedback, development, and open questions for a defined review period.
Goal and development check-ins
Prepare focused conversations around progress, support needed, role expectations, and next commitments between formal review cycles.
Promotion or calibration preparation
Organize approved evidence and context for the human calibration process without turning an automated summary into a promotion or compensation decision.
How it works
A step-by-step workflow your team can review before launch.
1. Define the review framework
Tranki maps cycle dates, role and level expectations, goals, feedback sources, privacy rules, reviewers, calibration steps, and record ownership.
2. Gather approved evidence
The agent reads permitted sources, preserves dates and attribution rules, separates direct evidence from commentary, and flags missing or conflicting context.
3. Prepare the manager packet
It organizes accomplishments, challenges, growth prompts, employee-perspective questions, and follow-up topics for the manager or HR reviewer.
4. Review and record decisions
Authorized people correct the packet, conduct the conversation, and enter any rating or decision in the official system; the agent retains only the configured approved output.
Built around your business
What we configure
- review cycles, goal and competency frameworks, role levels, feedback types, attribution, evidence windows, rating language, manager and HR roles, calibration steps, and record ownership
- packet sections, coaching prompts, question templates, languages, privacy and retention, sensitive-topic routing, correction workflow, audit views, and access
- connections to approved HRIS, performance, project, feedback, recognition, learning, document, collaboration, and reporting systems using least-privilege access
What we need from you
- current review framework, cycle dates, role and level guidance, goals, approved feedback sources, evidence windows, reviewer roles, calibration policy, and official record system
- approved access to performance and organizational context with privacy, retention, authentication, attribution, notification, and permitted-use boundaries
- representative strong, mixed, incomplete, conflicting, late, multilingual, sensitive, changed-goal, and disputed-feedback cases for testing
Clear boundaries before launch
What it will not do
The agent does not assign a rating, make a promotion, compensation, termination, or disciplinary decision, diagnose performance or health, infer intent or protected characteristics, or replace the employee’s opportunity to provide context. It should not treat a single comment as a fact, hide negative feedback, expose confidential or anonymous input, convert correlation into causation, or publish a review packet without the configured human approval. Complaints, retaliation, discrimination, harassment, medical, leave, legal, safety, and other sensitive matters require the appropriate confidential human process.
How success is measured
Track evidence coverage, source attribution and date accuracy, manager correction rate, missing-context detection, balanced-topic coverage, packet turnaround, review-cycle completion, sensitive-routing compliance, duplicate or stale evidence detection, and the percentage of conclusions linked to approved sources. Periodically sample packets against the underlying records and review for bias, privacy leakage, over-interpretation, and unsupported rating language.
Frequently asked questions
What does an AI performance review preparation agent do?
It organizes approved goals, feedback, milestones, and development context into a structured preparation packet with evidence gaps and conversation prompts.
Does it assign an employee performance rating?
No. It can map evidence to the configured framework and flag context, but managers and authorized people teams make and record ratings.
Can it use peer or project feedback?
Yes, when those sources are approved and attribution, anonymity, privacy, and review-period rules are configured.
Can it help prepare promotion or calibration discussions?
It can organize approved evidence and questions for the human process, but it does not recommend or decide a promotion, compensation, or employment outcome.
How does it handle disputed or sensitive feedback?
It flags missing context or sensitive matters and routes them through the configured confidential human process rather than presenting an automated conclusion as fact.
Can it compare performance across review cycles?
Yes, when goals, role expectations, evidence windows, and source quality are sufficiently comparable and the limitations are shown.
What is included in the $300/month starting price?
The starting price covers a scoped, tailored solution. The final proposal defines the performance sources, preparation rules, integrations, usage, support, deliverables, and payment terms.
