From goals to 360°, from training to competency gaps, from the talent matrix to discipline — the employee's performance life cycle in a single panel. Regulation (OHS Law No. 6331 training hours, KVKK anonymity, Labour Law No. 4857 wage protection) is built into the modules.
Annual or quarterly review cycles; every goal, review and talent score is tied to a period. When a period closes, its data is frozen.
Per-employee goals; weighted, hierarchically broken down and tracked with a progress percentage. The weight total is enforced by a built-in rule.
Each goal is assigned a weight from 0–100. For the same period + same employee, the weight total cannot exceed 100; on overflow the system rejects the goal.
A parent goal is split into sub-goals (parentId). A company/department goal cascades into individual goals.
A progress percentage is entered for the goal; status updates automatically.
Multi-source reviews; self, manager, peer and subordinate perspectives combine into a single report. As KVKK (Turkey's data protection law) requires, peer/subordinate confidentiality is protected by a built-in threshold.
Per KVKK Art. 4 (data processing principles), a minimum 3-person threshold is applied to peer and subordinate reviews. If only 1–2 peers/subordinates have reviewed an employee, individual opinions are hidden — since "who wrote it" could otherwise be inferred; only the count and combined average are shown, and the reviewerId (the reviewer's identity) is never returned under any circumstances. The product protects the employee from a privacy breach.
The classic GE/McKinsey 9-box: performance (X axis) × potential (Y axis). For the talent review, every employee lands in one of nine cells.
From the program catalog to the session, from enrollment to certification — the training life cycle is tracked end to end. Per-employee status of mandatory trainings is laid out in a matrix.
Each program is categorized; if mandatory it is flagged, and a validity period is defined.
A concrete schedule for the program; planned with trainer, location, capacity and cost.
The employee is enrolled in a session; attendance, pass score and certificate are tracked.
Per Art. 17 of Law No. 6331 and the OHS Training Regulation, mandatory annual training hours are set by hazard class; completed hours are compared against required hours.
A shortfall in OHS training hours leads to an administrative fine during an inspector's audit. Folkena defines the hazard class in one place, shows shortfalls per employee, and produces an audit-ready CSV — so you don't wait for an audit to notice a gap.
The competency catalog, employee skill levels and position requirements are defined; the system derives the gap analysis and skill matrix on its own.
The tenant's competency pool; each competency is categorized and can carry a validity period.
A competency is assigned to the employee; mastery is leveled from 1–5, with certificate and validity added.
The competencies a position requires; with a minimum level and a mandatory flag.
A disciplinary case passes through an auditable life cycle from draft to finalization; the defense, disciplinary board and appeal flow are all on record.
"Wage deduction" (SALARY_CUT) as a disciplinary type is actively rejected by the API — no record of this type can be created. That is because an employer cannot unilaterally deduct from an employee's wage (Labour Law No. 4857 Art. 38 and Turkish Constitutional Court decision No. 1991/27). Folkena keeps you from being unknowingly drawn into an unlawful practice; any past records are kept read-only for audit purposes only, and no new ones can be opened.
In the demo, let's set up a performance period with your own team — from goals to 360°, from OHS hours to discipline, shown in a single panel.