Performance Management module (PMS) in EazeHR 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
2. Performance Improvement Plan : employees who are lagging behind on their performance can be put on a structured Performance Improvement Plan (PIP). Refer article on Performance Improvement Plan - Process Overview for more details
3. Project based reviews : if Project module is activated then Project based reviews can be also done. Refer article on Project Assessment - Process Overview for more details

1. 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
   
2. 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.
   
3. 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
   
4. 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
   
5. Roles of various participants in this process - roles which get involved in the process - Employees, Assessors, Reviewers and Performance Manager
   

Process Overview

Process flows for a generic Performance process is outlined below, a parallel process for "project based reviews" can also be configured if Projects module is activated.

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.

1. 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
   
2. 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
   
3. 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, system does not stop you from initiating the goal setting after the begin month and to do any activity after the end month is over
   
4. If needed different performance processes can be used for different group of employees and multiple cycles can be configured and used in parallel.
   
5. 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.
   

Checks and Balances in Performance Management Process
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 feedback
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. PMS process can also be configured to track achievement against targets on a monthly / quarterly basis and the rating can be automatically updated based on target achievement.

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