ADP Workforce Now Performance Management sends review pay decisions to ADP payroll

It runs the review round, from the forms to the pay decision. Ask ADP for the add-on price and the plan price in writing.

By Ashish Manchanda Published 16 Oct 2026 Last updated 16 Oct 2026

In short, it is a review add-on for ADP’s HR and payroll system

In one line

ADP Workforce Now Performance Management is an add-on that brings review rounds and goals to ADP’s HR and payroll system. Pay decisions from a review go on to ADP payroll.

Buy it if

You already run ADP Workforce Now. You want pay decisions from a review to reach ADP payroll in the right pay period. Your staff work in US English, French-Canadian or Spanish.

Do not buy it if

You need a price before you talk to ADP. You run a different payroll system and cannot yet confirm how pay decisions reach it. Your staff work in other languages and ADP has not confirmed them in writing.

Price

ADP asks you to log in to see the Marketplace price. Ask for the add-on price and the plan price in writing.

What happens in a review round, from the first form to the pay decision

A review round starts with guided setup. Managers and employees then get reminders and notifications. Evaluation forms fill in automatically with the latest employee information.

The tool supports self-reviews, extra raters and review templates that you can customise. Managers can ask their direct reports for feedback and read it. ADP’s talent management lets HR assign competencies at company, group or job level. A competency is a skill or behaviour that a role calls for. A user can open the whole review round in one place. That includes feedback from every rater, the goals and the competencies.

The tool covers goal assignment and tracking. ADP’s talent management also cascades goals, which links each person’s goals to team and company goals. ADP’s Workforce Now talent tools include a defined one-to-one process for career discussions.

Pay decisions are finalised and processed to ADP Workforce Now payroll and HR. They can take effect in the right pay period. The add-on works together with ADP Workforce Now Compensation Management.

Three things in its favour

HR chooses the review style

In ADP’s talent management, each customer defines its own process. It can be annual reviews with ratings, or continuous feedback and check-ins. Workforce Now’s talent tools also cover reviews for new starters, discipline and plans to improve performance. A performance improvement plan is a written plan to help someone get back on track. ADP’s review software also has regular check-ins. They carry conversations, goals and coaching outside the annual review.

Reports and succession planning look ahead

Reporting and benchmarking assess strengths, spot trends and predict turnover risk. ADP’s talent management also covers succession planning. It uses bench strength and performance history. It identifies flight risk. Flight risk is the chance that someone leaves. ADP’s performance management software has talent insights that help managers weigh the risk and impact of losing someone.

Workforce Now includes AI coaching, and ADP also has a chat assistant

Workforce Now includes AI coaching for employees. It also includes coaching tailored to individuals and leaders. ADP’s general AI features include ADP Assist. ADP Assist is a chat-based HR assistant. ADP’s AI also sends employees reminders tailored to their work. ADP’s position is that its AI enhances human expertise and does not replace it.

Who it suits and what ADP’s customers report

ADP built Workforce Now for midsized and large businesses. ADP quotes weeks to implement Workforce Now. It gives Lyric, its other system, a longer timeline. ADP publishes the three customer quotes below. Two of them use the name ADP Performance Management. Performance Management and Compensation Management both sit inside Workforce Now’s talent tools.

American Assets Trust cut evaluation time by at least 20 percent

Its director of human resources reports saving at least 20 percent of evaluation time. The product is ADP Performance Management. Its old review process covered hundreds of employees. Managers now go into the system to complete evaluations that HR has set up.

Home Federal Savings Bank halved a payroll specialist’s time

The bank’s payroll specialist reports that ADP Performance Management cut their time in half.

Bank of Princeton gave managers a view of their teams

The bank’s chief human resources officer reports that the performance tool let them set parameters. These help managers see where teams stand and who the top performers are.

Where it stops

Its pay link runs to ADP payroll

Pay decisions go to ADP Workforce Now payroll and HR. If your payroll runs elsewhere, ask ADP how a pay decision reaches that system.

ADP has two similarly named apps on Marketplace

ADP offers ADP Workforce Now Performance Management on its Marketplace. It also offers a further app there called ADP Performance Management. That app reduces review cycles through automated evaluations and reviews. It lets employees and managers set weighted goals and development plans together. Ask ADP which product you would sign for.

Ask which AI features come with the add-on

ADP ties AI coaching to Workforce Now. Ask whether it comes with the Performance Management add-on. ADP is still building its Assist Agents.

It is aimed at North America

Workforce Now suits companies based in North America that may have fewer than 100 employees elsewhere. Workforce Now comes in US English, French-Canadian and Spanish. If you hire in other countries, ask ADP what an employee there sees.

Price, data and leaving

ADP asks you to log in to see the price of Performance Management on ADP Marketplace. The further app, ADP Performance Management, asks for a login too.

ADP has a Privacy Code for Client Data Processing Services. Under it, ADP processes client data on the client’s behalf. It follows the service agreement and the client’s documented instructions. A client has 30 days from notice to object to a new subprocessor. A subprocessor is a company that ADP passes data to.

When the service agreement ends, ADP returns and securely destroys client data. That is subject to the law that applies in the European Economic Area.

You could also run review steps with agents built on your own systems. We have mapped what that looks like. The HR Agent Map

Ten questions to put to ADP

Which ADP product are we buying, ADP Workforce Now Performance Management or the Marketplace app called ADP Performance Management? Good answer. One named product and a written list of what it includes.
How is the add-on priced, and what does the Workforce Now plan under it cost? Good answer. Both prices in writing, with the unit they are charged on.
Can we use it if our payroll runs outside ADP, and how does a pay decision reach that system? Good answer. A named method and a customer who uses it.
Which languages do the review forms and the employee screens come in? Good answer. A written list that covers every country we hire in.
Which AI coaching features come with this add-on, and which cost extra? Good answer. A feature list for the add-on, with a price beside each extra.
Does the add-on include a rating review meeting, called calibration, where leaders compare ratings across teams? Good answer. A live demonstration inside the add-on.
Do succession planning and flight-risk insights come with the Performance Management add-on, and what data feeds them? Good answer. A written list of what the add-on includes, the data inputs and the roles allowed to see the result.
ADP reports a 2024 independent bias evaluation of Candidate Relevancy, its recruiting tool. Is there one for the review features? Good answer. A report that covers the review features and our country.
How long does it take to put the add-on live, and what does ADP charge for it? Good answer. A date and a fee in the order form.
How do we get our review history out when the contract ends, and in what format? Good answer. A named file format and a date by which ADP returns the data.

Alternatives to ADP Workforce Now Performance Management

Workday, SAP SuccessFactors, BambooHR, PerformYard and Trakstar are five alternatives, and buying nothing is a sixth.

Workday, SAP SuccessFactors and BambooHR put performance inside a larger HR system. Workday brings hiring, onboarding, learning, performance and internal mobility into one connected platform. Its contract is multi-year, and Workday does not offer termination for convenience. That means ending the contract early simply by choice. SAP asks you to request a quote for SuccessFactors. NTT DATA Business Solutions is a SAP reseller. It prices Performance & Goals at £2.53 per user per month for 1 to 2,000 users. That price excludes VAT, the value added tax, and rises 3.3% on each contract anniversary. BambooHR serves small and mid-sized businesses. Its Pro plan includes 360 review rounds, which gather feedback from several people. Pro costs $17 per employee per month on its pricing card and starts at $17.50 in its pricing answers. Ask BambooHR which Pro price applies to you.

PerformYard and Trakstar are review tools that connect to ADP. PerformYard pulls employee data from ADP. Its connector in ADP Marketplace can be listed as free. PerformYard costs $5 to $15 per person per month, billed annually. Every plan includes links to HR systems. PerformYard also appears in ADP Marketplace. An independent third party provides it, and ADP receives a commission on purchases. Trakstar syncs changes in ADP Workforce Now every night. That link needs an ADP integration add-on from ADP Marketplace. Trakstar’s price is custom and based on headcount. It charges per seat, paid annually in advance.

Buying nothing means keeping your current process, whatever that is. To weigh every product against the others, read our guide to performance management software and its comparison page.

More in this guide

The Performance management software guide
Compare the 33 researched products how each of the 33 researched performance management products runs reviews, what its AI does, what it costs and what its contract says.
Mid-market companies which performance management products suit a company of 200 to 2,000 people, what they cost and what to ask before signing.
Enterprise companies which performance management products suit a company of 2,000 people or more, what they cost, how the contracts run and what to ask.
Frontline and deskless teams how performance reviews reach staff who do not work at a desk, what that costs and what to ask vendors.