Menu Path : Team > Performance Management Review tab
Accessible to : Assessors and Reviewers
Assessors and Reviewers would be able to view and work upon the performance sheets
of the employees mapped to them from this tab. If multiple cycles are active
then you will need to select the cycle for which you want to review / update
from the first drop-down.
On the page the details of performance review cycle for all employees for whom you are an Assessor (first level) or an Reviewer (second level) is shown. The options available to you would depend upon the design, stage and status of the process. Explanation of the columns of the table is given below -
Stage - in this column the stage at which the performance review cycle is for the employee is shown, stages are linked to review frequency which can be monthly, quarterly, six monthly or annual.
Status - in each stage there are three status
- Pending : inputs have not been updated by employee
- Submitted : employee has given inputs but the assessment and review are pending,
even if assessment is done and review is pending the status will be shown as
pending
- Approved : the reviews have been done and this stage is complete
Pending With : this column will indicate who is supposed to work on the performance sheet, but the person whose name is here can work on the sheet only when the process is opened by the Performance Manager
If you want to add a new criteria or change the weightage or description or an
existing criteria or delete a criteria you can do so at this stage. If you are
not able to do so it would be because this option has been disabled in your company.
You an update the Performance Goals of the employee. Whatever changes you make
to the sheet will be visible to him.
After the goals are submitted the Performance Manager can view employee’s goals and release the next stage when it becomes due.
1b) Returning goal sheet
Assessors can return the goal sheet
back to the employee. This can be done by using the "Return" option on the Action
buttons. Employee will get an alert and will be able to resubmit his goals.
1c) Copying goals
You can copy goals from another of your reportees whose goals have been approved.
Click on "Copy Goals" button. Please note that if you copy goals then the inputs
updated by the employee will be overwritten.
1d) Updating Goals during middle of year
If goals have changed due to any reason Assessor can use the "Update Goal" action button, this will open up a table where the current goals are shown in pink color below which revised goals can be entered in a new row which is pre-filled with existing goals. This option might not be available to you if not allowed as per company policy.
On submission this revision will be updated and the employee will get an alert informing him that his goals have been updated.
Performance goals can be updated by the Assessor till the employee has not submitted his annual self assessment, once the employee submit the annual self assessment goals cannot be updated.
In some scenarios a summary feedback and rating is needed to be given at each stage of the performance review cycle.
3a) Scoring and Feedback
Similar to the other parts of the
process here also the process is released by the Performance Manager, self assessment
is done by the employee and feedback is given by the Assessors and Reviewers.
1. Feedback and Rank - In the example shown below besides the qualitative feedback the ranking on a scale is also being given. You might be required to give scores also, it depends upon the configuration of the process.
2. Assessor is also expected to fill up final comments which can highlight some
key feedback points. Recommended rating for the employee is also provided by
the Assessor. This rating is only visible to the Reviewer and Performance Manager
and is not visible to the employee. If the feature of automating recommended
rating is taken then the rating will be decided based on the scores or ranks
given automatically.
On submission the document will be routed to the Reviewer who will have to complete
similar activities.
3. Recommended for Promotion / Salary increment - The options for providing inputs for promotion and salary increment might also be available as per the company policy. Whatever is inputted here is ratified by the senior management and HR team.
3b) Individual Development Plans
Assessor and Reviewer can
provide structured feedback and identify training programs which the employee
should be taken through. Refer to the article on Individual development planning for more details.
3c) Career Development Plans
Assessors and Reviewer can identify
aspects of employee’s career development plan during the annual review. Career
development plan tab is not visible to the employee. Refer to the article on Career development planning for more details.
3d) Key Behavior Assessment
If you company has also included
Key Behavior Assessment as a part of the performance review cycle you will need
to map the behavior levels of employee on the key behavior criteria.
You can hide a performance cycle from the page by clicking on the "Hide Cycle" button, when this is done the selected cycle is removed from the page. To recall this cycle click on "Recall Hidden Cycle" button.
You can download the template and fill up the goals / assessment details in it.
Please follow the instructions given on the page and also on the first tab of
the downloaded excel carefully.