Performance Appraisal Management

Use This Section After Completing the Performance Appraisal Template under Performance Management in Support Entities

 Overview

Performance appraisals are a method used by organizations to evaluate their employee’s job performance.  This method can include an evaluation of an employee’s recent successes and failures and their personal strengths and weaknesses. A performance appraisal is the primary factor in determining if the employee requires a promotion or further training.

 Benefits

Performance appraisals help employees understand what is expected at their workplace and what needs to be done to meet these expectations. In addition they also provide an opportunity for employees to discuss their goals and receive any guidance, support or training needed to fulfill these goals. As a result this can ultimately improve employee motivation and overall job satisfaction.

Objectives

The second process in the Performance Appraisal process is operational support.  This includes setting up the individual Performance Appraisal sessions, as well as the review by the immediate manager and by designated colleagues, and finally the review between the employee and the appraiser manager. The actual evaluation period is called a "PA session".  At the beginning of the PA session employees will have to meet with management and specify their personal and career objectives for the upcoming review period. These objectives can also be updated until the performance appraisal process actually starts and will provide a partial base for an employee’s evaluation. At the end of the PA session, the authorized Reviewer will evaluate the performance of the employee for the specified working period.  Evaluations are based on a modified 360 loop approach, which is a combination of self, peer, and supervisor’s performance appraisals. A performance evaluation will become available based on the predetermined Performance Appraisal Schedule. For example, if the performance appraisal is on a quarterly schedule then it will only become available to fill out every four months.

 Use the Performance Appraisal for Employee function to evaluate an employee’s job performance. This is where the reviewer will score the employee on pre-defined criteria, provide written comments about the employee’s behavior and evaluate the employees learning plan and objectives.

Performance Appraisal

Overview

Performance Appraisal (PA) is used to provide personnel evaluations on individual civil servants.  Based on a configurable parameter, civil servants are evaluated using standardized templates. 

The performance evaluation used here is based on a modified 360 loop approach. Co-workers, the employee himself, as well as the direct head of the employee can provide feedback on the employee performance.

To Create a Performance Appraisal

Go to Human Resources -­> Employee Management -­> Performance Appraisal Management -­> PA for Employee

 

  1. Click on the New icon.
  2. Enter the Scheduled Start Date and Scheduled End Date.
  3. Select the Appraisee (Employee to evaluate), the Appraiser (which is the Manager himself) and the Senior reviewer will be automatically populated by the application.

Note. When selecting the employee, the system will populate various field that are inherited from the employee assignment, like position, salary, institution, etc.

  1. Search and Select the Performance Appraisal Template.
    1. Click on the Lookup  icon.
    2. Click on the Find icon.
    3. Select the template Non-Executives.
  2. Choose Peers From Institution Type (Select Division)
  3. Add some comments in the Appraiser Comments, if needed.
  4. Click on the Objective Tab  at the bottom of the form.
  5. Click on the New  icon. A new window will appear.
  6. Enter the appropriate information like Title, Key Output, Action Plan, etc. Example:

  1. Click on the Update and Return  icon.
  2. Click on the Save  icon.

Note. The Scores Tab will be populated automatically later on when performance review cycle will be completed.

  1. Click on the Peers  Tab to select the peer-s that will assess the Appraisee.
    1. Click on the Lookup icon.
    2. Click on the Find icon.
    3. Check out the box to select the peer-s. Example:

 

Note. The system will pop up only those employees who are from the same parent institution if they reports to the same manager.

  1. Click on the Return icon.
  2. Click on the Update icon.
  3. Once the manager saves the Performance Appraisal. the workflow will change to Scheduled.
  4. Enter a Start Date
  5. Click on the Update icon.
  6. Once the manager saves the Performance Appraisal with the start date, the workflow will change to In progress and the employee will be able to review his Performance Appraisal..

 

Note. The Appraiser can cancel the process at anytime during the scheduled dates.

Note. When the Performance Appraisal is saved, an email is sent to the Employee, the peers, and the subordinates, if applicable.

The Senior reviewer will input his feedback at the end of the process only. He oversees the entire Performance Appraisal process to ensure equity and transparency.

Note. To determine the final scores , the system will base the calculations on the weights and the scores of each criterion given by all evaluators. At the end of the Evaluation process, the senior reviewer will review the performance appraisal and will approve or reject it. Once the performance appraisal has been approved and the end date has