Performance Management module in EazeWork HRMS provides the functionality
  to manage the performance review process of a company. There are three sub processes
  within the PMS module
1. Performance review : this is the core process and can be designed as per company's
  requirement
Process Highlights
- Performance Review Period : performance review period can be flexibly designed,
  it need not be one full year and can be less than one year also. This is the
  period as defined in the performance cycle
 
- Performance rating : the final rating which is given to the employee can be
  customized, a rating scale like A/B/C/D/E or 1/2/3/4/5 can be used. Recommended ratings can be inputted by Assessor / Reviewer or it can be automatically calculated based on the scores, the final rating is decided by the Performance Manager. 
- Periodicity of reviews : it can be monthly, quarterly, six monthly or annual.
  This parameter is defined in the performance plan which is created in setup
 
- Levels of Review : you can decide between one or two levels of review, if you
  want to skip any review and only capture employee's self review that option is
  also available
 
- Feedback from Peers / External Reviewers : you can include peers from within the company and external reviewers from outside the company and get feedback on employee's performance
Process Overview
Process flows for a generic Performance process is outlined below.

Performance Management process is fairly complex process involving a large number
  of participants and has a direct impact on employee morale and satisfaction.
  The process should be setup in consultation with the EazeWork Customer Manager
  and the HR Managers, Performance Managers should go through a training session
  before releasing it.
The
  Performance Manager needs to be aware of the following points to efficiently
  manage the cycle
- The status of employees across the various stages of the process at any point
  of time can be viewed through - Reports > Performance Reports > Status
  Report
 
- After an employee resigns he is not included in subsequent cycles of the process
  but the Performance Manager can manually update his record and take it to closure
  if needed or can remove the employee from the process
 
- While creating the cycle you have to specify the begin and end month for the
  cycle, these months are for your and team's reference, the actual process can go beyond the end month
- If needed different performance processes can be used for different group of
  employees and multiple cycles can be configured and used in parallel
- The next performance review cycle for an employee can be started even before
  the results are released for the current cycle. While the period for performance
  review can be defined as starting / ending months there is no check in the system
  which is linked to these months. For performance period ending December 2011,
  Annual review and releasing of results can be done in 2012 also.
 
Since
  the information which is being updated in the system is extremely confidential
  the access of performance management is strictly controlled. At any point of
  time the edit access of employee’s Performance sheet is with only one person.
  View access of the sheet is always with the Employee, Assessor, Reviewer and
  Performance Manager.
When Performance Manager releases the process for goal setting to employee,
  control remains solely with employee, once he submits the goals, the Assessor
  gets the access to edit or approve employee’s goals.  Once both submission
  and approval is done control of performance sheet goes to Performance Manager.
  But if employee or assessor forgets to submit or approve goals the access goes
  automatically to Performance Manager only, who with the help of manager can edit
  and approve the goals for employees.
Since there are no managers above the CEO if CEO is the assessor and reviewer
  is designed to be manager’s manager then the system gives the role of reviewer
  also to the CEO by default.
Qualitative Vs Quantitative design
PMS
  process can be designed to be completely qualitative where the recommended and
  rating is based on the feedback recorded in the system or it can be designed
  to allow the employee, assessor an reviewer to provide quantified rankings or
  scores against criteria. You can create a mix of qualitative and quantitative feedback.
Further reading
1. Performance Dashboard
 2. Components of a Performance Management System
 3. Creating Performance Plans
 4. Creating Criteria, Groups and Templates
 5. Understanding Weightage, Ratings, Scores and Rankings
 6. Managing Annual Performance Management cycle
 7. Target based PMS
 8. Employee's activities during PMS
 9. Role of Assessor / Reviewer during PMS
 10. Change of Assessor or Reviewer during the cycle
 11. Individual Development Planning process
 12. Career Development Planning process
13. Key Behavior Assessment
14. Mapping Peers and External Reviewers