This system runs the half-yearly personnel evaluation from end to end: setting goals, looking back every month, the end-of-period evaluation, and checking your result.
There are no paper sheets or Excel files to hand out and collect. As a deadline gets close, a message reaches you in LINE WORKS, and everything you have to do is listed in the task list once you log in.
Four things you do in each half-year period
Start of the period
Set goals, agree them with your supervisor
Every month
Enter progress, receive advice
End of the period
Report results (self-assessment)
After finalization
Meet, then check your result
Evaluation periods are half-yearly: the first half runs from February to July, and the second half from August to January of the next year. Deciding the scores is the evaluator's job — evaluatees never operate the scoring themselves.
1How the evaluation works — three pillars decide it
Behavioral evaluation (A)
Your day-to-day behavior, ability and attitude, judged against the evaluation items for your job type.
Judged by: First evaluator
Performance evaluation (B)
A quantitative evaluation based on results data (work efficiency, gross profit and the like).
Judged by: Calculated from results data
Goal management (C)
How far you achieved the goals agreed at the start of the period. You write the goals yourself.
Judged by: Scored by the evaluator on a 7-point scale
How the total score is worked out
Total score = A × weight + B × weight + C × weight
Each pillar carries 70-130 points. The weights are fixed by job type and grade.
Example weights: Sales and Marketing, grade 3
Behavioral 30% / Performance 20% / Goal management 50%
Example weights: Distribution Center, grade 2
Behavioral 40% / Performance 35% / Goal management 25%
The higher the grade, the more weight goal management and performance carry.
You can check the weights for your own grade at any time on the Evaluation weight list, and the behavioral evaluation (A) items, grade standards and weights on the Behavioral evaluation criteria screen, both under "My evaluation" in the menu (view-only screens that contain nobody's evaluation data).
Your total score sets your rating (nine bands)
The width of each band is proportional to its share of the total score range (70-130). B (98-102) is the standard rating.
The rating feeds into your bonus (calculated bonus amount = the standard bonus amount for your grade × the coefficient for the rating × the service-period factor) and into pay-rise and promotion decisions (an S means immediate promotion, two A ratings mean promotion, a D means demotion, and so on). The coefficient for each rating is set per grade (grade 1, grade 2, and grade 3 and above).
2How to log in
- 1Open the system's URL and the login screen appears.
- 2Press the "Log in with LINE WORKS" button.
- 3Once LINE WORKS has confirmed who you are, you are taken to the task list automatically.
• Only employees registered with the company can log in. If you cannot log in, contact HQ HR.
• You stay logged in for 8 hours. After that, log in again.
The task list you land on after logging in shows only what you have to do now and when it is due. The period tabs at the top open on the period in progress (the one that contains today) by default; the end-of-period achievement report appears on the tab of the most recently ended period. If you are unsure where to start, look there first. When nothing is outstanding, it tells you that everything is complete.
3Start of the period: set your goals (goal management (C))
Goals are not handed down to you by your supervisor. You draft them, and you agree them by passing them back and forth with your first evaluator. Only you can edit the text of a goal; your supervisor replies with comments called suggestions.
↩ When something needs changing, the evaluator attaches a suggestion and sends it back to you (they cannot send it back without writing at least one suggestion)
Agreement takes at least one round trip (submit, sent back with suggestions, resubmit). Nothing is agreed on the first pass. If you spot something to fix after submitting, you can recall your submission and revise it yourself without waiting for it to be sent back.
First choose how to proceed. Direct input mode: enter the goal, area, baseline target and stretch target directly and submit. Support mode: one question per screen, and filling in one field opens the next
How many goals, and their weights
Grades 0-2 set one or two goals; grade 3 and above set two or three. With more than one goal, you distribute the weights so that they add up to 100%.
Choose one of four areas
Hitting numerical targets / Developing your own ability / Developing junior staff / Improving problems in the work
4Every month: enter your progress (monthly progress)
The top of the entry screen lists your own goals agreed for the period, with their baseline and stretch targets; pressing a goal takes you to its entry fields. Which months are covered depends on the period's setting (monthly, every other month, or quarterly), and the task list and a message tell you when a month is covered.
For each goal, you first pick one of four progress states
On track
Going to plan
Behind schedule
Running behind the plan
Needs support
You cannot recover it on your own
Completed
The goal has been achieved
What you write alongside it
- • What you did this month and the result (required)
- • What you will do next month (required)
- • For Behind schedule and Needs support: why it did not move forward
- • For On track: why it is going well (one line)
- • Support you want to ask your supervisor for (optional; writing it moves you to the top of the evaluator's list)
5End of the period: report what you achieved (self-assessment)
Once the period ends (the end of July for the first half, the end of the following January for the second half), End-of-period achievement report opens in the menu, and "Achievement report: your turn" appears in your task list. It is the last thing you enter in the half-year. Note: for the first half of FY2026 only, this self-assessment step is skipped (the evaluator's scoring becomes the final value as is).
Self-assessment (required)
For each goal, pick one of the same seven levels (70-130) described in the next section.
Comment (optional)
Write anything you want to add — what you worked on, circumstances outside your control, and so on.
The screen shows the goal's baseline target, stretch target and how achievement will be verified, next to the progress you wrote each month (up to six months). Look back over them as you score yourself. You can save a draft as many times as you like before submitting.
6End of the period: how your goals are scored
The evaluator scores each goal agreed at the start of the period on a 7-point scale (the same seven levels you use for your self-assessment). What the evaluator enters is the level of achievement and a comment, and what they judge from is your achievement report and your monthly progress records. Writing those properly every month is what makes the end-of-period evaluation fair.
7Checking your result, and notifications — an important promise
○ What is sent to LINE WORKS
- • Advance notice of deadlines and reminders (7 days before, 3 days before, the day before, and on the day)
- • A send-back notice for goal setting (only the number of suggestions and the deadline)
- • Notice that monthly progress entry has opened (the 25th of each month), and reminders if you have not submitted
- • Messages about feedback meeting requests, dates and times
- • Announcements from HQ HR
- • The 4-digit confirmation code when you change your password
× What is never sent to LINE WORKS
- • Evaluation scores and ratings
- • Evaluation comments
- • Bonus amounts and anything else from your evaluation
- • The text of suggestions or advice (you read those on screen)
Chat messages stay on the device and can be forwarded on, so nothing from an evaluation is ever put through them.
Once your evaluation is finalized, you and only you can see your total score, rating and calculated bonus amount from Your evaluation result in the task list and the menu. It is explained in full at your feedback meeting.
8AI consultation — use it with confidence
It does not give you answers
The AI is there to draw your own thinking out. It never writes your goal text or your scores for you.
It is not used in your evaluation
Nothing you discuss there affects your evaluation.
Evaluators cannot read it
Neither your first and second evaluators nor the system administrator can read the conversation.
You can open it from "Ask for advice" at the bottom right of the goal-setting and monthly review screens. In the unlikely event that a conversation is ever read during an investigation, you can see that it happened yourself, on the AI consultation history screen.
9If you get stuck
| You cannot log in | Contact HQ HR (they will check your registration). |
| You forgot your password (when using the ID login) | Use "Forgot your password" on the login screen and reset it with the 4-digit code sent to LINE WORKS. |
| You are not sure what you have to do, or by when | Everything is listed in the task list once you log in. |
| Your registered details (department, grade and so on) are wrong | Contact HQ HR. |
| You are not sure how to do something, you hit an error, or you have a suggestion | After logging in, open "Help / Report a problem" from the menu and ask. If that does not solve it, you can send an error report or an improvement request from the same screen (it goes to HQ HR, and their reply appears on that screen). |
| You want to read or use the system in English | The switch above opens the English version of this guide. Switching the language on the Behavioral evaluation criteria screen to English also makes the menu open the English usage guide from then on. |
Every action that touches an evaluation is recorded, and none of it can be deleted or rewritten afterwards. Even a correction to a finalized result goes through a procedure that always leaves the before and after on record.