To approve all of the selected appraisals, select Approve for EE from the Row menu. On the Create Group Performance Appraisals form, complete the Supervisor field, select either the Direct Reports or the Direct and Indirect Reports option, and then click Find. Set processing options for Batch Create Performance Appraisals (R087722). This code is associated with the first radio button on the form. The group of employees being appraised have seen their appraisals and you are approving the appraisals on behalf of the employees. An example of a media object might be a link to a report that documents the rating that you assign. You can also change the summary rating for a job competency, and the system automatically re-rates each of the employee competencies. The review date must be less than or equal to the Thru date. Enter the relationship you have to the employee referred to in the diary entry. epm Complete this field if you are updating an existing action suggestion.

Enter the date on which the training course started. If you are using ESS, you then use the Notify Employee menu option in the Current Performance Appraisal program (P087712) to send a message to the employee that the appraisal is ready for final review. All of the employees who report directly or indirectly to you. When the employee completes the self appraisal and submits it, you can then review the appraisal and any diary entries that might be attached to it. Once you finish, no one will be able to make any further changes to these appraisals. Competency based appraisals use an extensive system of job and employee competencies that is defined before appraisals are created. If you are using ESS, the manager selects the appraisal record and uses the Notify Employee menu option to send a message to the employee. Depending on how the processing options are set up, you might be able to change the system ratings for job competencies, employee competencies, and the summary rating. The traditional appraisal approach uses appraisal templates that are stored in the system as text files and then completed when appraisals are due.

Before you complete the tasks in this section, you must set the Manager Signoff for EE option using one or more of these programs: Performance Management Company Constants (P08771). The Appraisals For Current Indirect Reports option includes only employees who report indirectly to you. These processing options specify the default information that will appear on the performance appraisals. After you print the Upcoming Reviews report, you run the Create Performance Appraisals program (P087711) to select the employees, create appraisals, and send messages to each of the employees and managers. You use this processing option in conjunction with the Competency Update Events program to control access to the Competency Level field for specific types of users. Enter a defined code (05/CH) that represents the reason why the employee changed the goal. A manager can attach media objects to the appraisal template. When you click OK the system automatically creates employee performance appraisals for the selected employees and sends a message to each employee and manager. The system notifies employees that the appraisal has been created so that they can complete their self appraisals. Values are: These processing options specify the version that the system uses for each program. Complete the Employee Identification field to find an employee record and then click Select. Use this processing option to select employees that have a next review date equal to or less than the system date plus the number of days entered. When you are using competency management, you define organizational, job, and employee competencies. These notes document the activities and accomplishments that affect the job performance. You contest performance appraisals on behalf of multiple employee. Run the Performance Appraisal Batch Print program (R087723). The system links the diary entries to the address book number. Use this processing option to limit reviews processed. On the Competency Based Performance Appraisal Revisions form, click Appraisal Diary Entries. Depending on processing option settings, the system automatically adjusts the job competency and overall performance rating when you change an employee competency rating. Use this processing option to specify whether to run the workflow reminder process. After completing an appraisal, the manager submits it for review. To complete traditional performance appraisals: On the Traditional Performance Appraisal Revision form, manually complete a performance appraisal template. When you submit the appraisal, the system automatically sends a message to the next level manager that an appraisal is ready for review. After you attach diary entries to an appraisal, you can change the text until you approve (or contest) and submit the appraisal. This table illustrates how the steps in the appraisal process might differ when you are not using ESS: You can use the Row menu on the Supervisor Work With Performance Appraisals form to approve or contest any appraisal on the employee behalf. This code is associated with the fourth radio button on the form.

Values are: 0: Do not notify anyone that appraisal is complete. The code that you enter must exist in the defined code list for competency update codes (05/CU). You track employee activities throughout the year and create employee performance appraisals that compare employee performance with the required competencies for each job. When the employee approves or contests the appraisal, the systems indicates that it is complete and moves it to historical status. The Audience Flag processing option for P087712 is set to 2 (Manager), and the Appraisal Status is 5. The purpose of this approach is to establish specific guidelines that an employee can follow to accomplish at least 100 percent of the organizational expectation for each employee competency. If the human resources department is not responsible for creating the appraisals, the manager can use this program to create them. This code also corresponds to a code that you entered in the Competency Update Event Code field in the Competency Update Events program (P05106). The manager uses the Employee Performance Appraisals program (P087712) to select the employees who are due for an appraisal, make changes, and adjust the ratings. If you are a manager, the system sends a message to you when an employee appraisal is ready for you to review.

Do you wish to Continue? This processing option specifies the default value that the system uses each time that you create a new performance diary entry. Click the first employee competency and review the employee competency ratings. The competency based performance appraisal system integrates those competencies with employee performance. If you are not using ESS, many of the steps in the appraisal process are the same, but they are done outside of the system. This table lists the messages that will appear for each situation, and the actions the system performs: The employee being appraised has seen this appraisal and you are approving this appraisal on behalf of the employee.

Attach a performance diary entry that might support the rating decision. All appraisals that did not have a valid status for the requested action will include an error message. If a human resources representative is responsible for locating employees whose appraisals are due and creating the appraisals, then the manager opens the current appraisal and revises the rating, if necessary. On the Work With Diary Entries form, click Add. When a Job Competency Code and the second radio button are selected, the associated description is displayed. If the system is set up to require employee self appraisals, the manager also reviews the employee self appraisal and then adds or changes information and ratings, as appropriate. The review date must be greater than or equal to the from date.

Enter a code that specifies the level of proficiency at which a supervisor rates a person or asset for a particular competency type and competency code. The lower note area on the appraisal form can contain a defined competency description to help you understand and work with job competencies. Values are: 0: Do not display Job Competency Level (default).

This section provides an overview of employee goal definitions and discusses how to define employee goals for competency based appraisals. The Appraisals to Complete option includes employees who report to you directly or indirectly. A traditional employee performance appraisal stores templates or links to online appraisal forms. The report prints a list of employees based on the criteria that you specify. The human resource representative or manager can use the Upcoming Reviews by Supervisor program (P052200) to determine the employees for whom a performance appraisal is due. When employee performance appraisals are due, either a human resources system administrator or managers can create the appraisals. Approve or contest an appraisal for an employee. Values are: Use this processing option to specify which group of employees should be displayed to the manager by default. Copy these versions or create new versions to change any values, including the version number, version title, prompting options, security, and processing options. Values are: Use this processing option to indicate whether an employee can create his/her own new development plans (goals) while completing the self appraisal or reviewing the performance appraisal. Enter Days From Today to process all new review dates that are less than or equal to the system date and the number of days entered into the processing option. You can use the Competency Update Events program to grant Train the ability to update competency levels for all training competencies. Values are: Access the Competency Based Performance Appraisal Revisions form. Alternatively, if you set up another media object or URL link to an interactive appraisal form, complete the appropriate form. Use this processing option to specify the ending date of the time period for the current performance review. Enter a code that indicates whether the current entry applies to a performance appraisal event. These processing options specify the default values that the system applies when a human resources representative or a manager creates performance appraisals.



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