Performance Planning and Appraisal

Transcription

1 Performance Planning and Appraisal DYNAMICS 365 FOR OPERATIONS USERMANUAL CEM Business Solutions 0 CEM Official Training Materials for Microsoft Dynamics HCM Add-On Your use of this content is subject to your current service agreement

2 Table of Contents Objectives... 2 Setup Evaluation Period and Goal Criteria... 3 Demonstration: Setup Evaluation Period and Goal Criteria... 3 Setup Evaluation Types... 4 Define Evaluation Types... 4 Demonstration: Evaluation Types... 5 Setup Rating Master... 5 Define Rating Master... 5 Demonstration: Rating Master... 6 Setup Category Master... 6 Define Category Master... 6 Demonstration: Category Master... 7 Process an Evaluation Period... 8 Submit a Performance Plan... 8 Demonstration: Submitting a Performance Plan... 8 Approve a Performance Plan... 9 Demonstration: Approving a Performance Plan Review a Performance Plan in Interim Demonstration: Review a Performance Plan in Interim Approve an Interim Performance Plan Review Demonstration: Approve a Performance Plan in Interim Appraise a Performance Plan Submit a Performance appraisal Demonstration: Submitting a Performance Appraisal Approve a Performance Appraisal Demonstration: Approving a Performance Appraisal Disclaimer

3 Human Resource Module: Performance Planning and Performance Appraisal Module Overview CEM has developed a performance management add-on in the form of Performance Planning and Performance Appraisal. These modules can be found under HR Add-on. This add-on gives workers and management the ability to set up goals and rate them on an annual basis. Before worker evaluations can be done several setups must be completed. An employee must have a position and a job. The job must be linked to an evaluation type. An evaluations period must be set to allow for a goal setting period and an appraisal period. Evaluation type, Category Master, and Rating Master must all be set up to allow an employee goals and ratings. Within the setup the type of goals and weight criteria must be setup as well. This document will focus on the evaluation setup and how to process an evaluation from an employee and management standpoint. For more information on positions and jobs please see the document for Worker Set up for Microsoft Dynamics 365 for Operations. Objectives The objectives are: Create an evaluation period and goal criteria. Create evaluation types. Create a rating master. Set up the category master. Complete a full evaluation period for a worker. Overview of reports available for performance management. 2

4 Assign Job goals Employee set personal goals Set Goals-Planning Month Evaluation of goals- Interim Month Employee rates themselves Manager rates the employee Employee rates themselves Manager rates the employee Final Appraisal- Appraisal Month Setup Evaluation Period and Goal Criteria You can set up an evaluation period to reflect three phases. These phases are the Planning Month, the Interim Month, and the Appraisal Month. These phases can be set throughout the year and feature different accessibility per phase. Planning Month The month in which workers set their goals. These goals can be predefined or created by the worker. Interim Month The month in which workers and their managers evaluate the workers process on their goals. Appraisal Month The month in which the worker and their manager give their final rating on the workers performance. You can also set up the maximum individual goals and weightage in this section. There are two types of goals a worker may have, individual and subjective. Individual goals will be goals that the worker sets for themselves. You may remove individual goals or limit their weight. Subjective goals will be goals preset by the business. These goals can be linked by job or layer within the company. The maximum weightage of these can also be limited. Demonstration: Setup Evaluation Period and Goal Criteria This demonstration shows how to setup the evaluation period and goal criteria. 1. Setup the Evaluation Period 3

5 a. Click Human Resource>CEM-PMS >Setup>HCM Performance Parameters b. Enter month for the Planning Month. c. Enter month for the Interim Month. d. Enter month for the Appraisal Month. 2. Setup the Goals a. Enter a whole number in Maximum individual goals. b. Enter a number in Maximum weightage for individual goals. c. Enter a number in Maximum weightage for subjective goals. Setup Evaluation Types You can set up evaluation types to be linked to specific jobs. The system will automatically populate the evaluation types with all the jobs in the company. Evaluation types can also be manually added. Evaluation types are the categories that define how to a job will be reviewed. A single Evaluation type can be linked to multiple jobs. These Evaluation types can be broken down as closely as jobs or as broadly as fields like mid management. Define Evaluation Types 4

6 Use theevaluationtype parameter to define how the goals will be distributed across the company. Use the Evaluation Type parameter to define the jobs across the company. Field Evaluation Type Description A job within the company. A evaluation category that can be linked to multiple jobs Demonstration: Evaluation Types This demonstration shows how to setup the evaluation type 1. Setup the Evaluation Type a. Click Human Resources>CEM-PMS >Setup >Evaluation Type. b. Click Add. c. Ender a unique ID in the Evaluation Type. d. Enter the small description in the Description field. Setup Rating Master You can set the range and values for your rating system in rating master. The rating is highly variable and is dependent on your particular policies. Define Rating Master Use the Rating Master parameter to define the rating scale. Field Description 5

7 Rating Description The number value of the rating. The definition of the rating (i.e. Acceptable, outstanding, etc.) Demonstration: Rating Master This demonstration shows how to setup the rating master. 1. Setup the Rating Master a. Click Human Resources>CEM-PMS >Setup >Rating Master. b. Click Add c. In the Rating fieldenter a number value d. In the Description field enter a description of the rating(i.e. Acceptable, outstanding, etc.) Setup Category Master You can use category master to give each Evaluationtypes different goals. These goals will listed as subjective when the worker goes to their evaluation. These goals can only be edited though the category master. Define Category Master Use the Category Master parameter to define the individual goals per review type. Field Description 6

8 Evaluation Type Categories Weightage Individual Goal Rating Details The Evaluationtype created in the Evaluationtype parameter. The goals each Evaluationtype can have. The importance of that particular goal to the Evaluationtype. Check to make the goal by individual exclude the goal from the Evaluationtype. What the individual rating values in your range mean in relation to the category. Demonstration: Category Master This demonstration shows how to setup the category master. 1. Setup the Category Master a. Click Human Resources>CEM-PMS >Setup >Category Master. b. Click New at the top of the window. c. On the right hand side use the drop down to select the Evaluation Typeand Review Type. d. In the Category tab click Add to create a goal. e. In the Weightage column enter the desired value. f. (Optional) Check the Individual Goal box if you would like to make this particular goal for an individual rather than subjective. Only one goal can be selected at a time. 7

9 2. Add a Rating Master to a Category a. Click Rating details to apply a rating master to this Category. b. Click Add. c. In the Rating field select one of the predetermined ratings from the rating master. d. In the Category Description enter a description of the rate in relation to the category. (i.e. Category is Safety; rating is 3: Acceptable; Description is Worker is aware of safety regulations and strives to meet them.) e. Repeat steps b-d until sufficient ratings for the category are applied. Process an Evaluation Period Submit a Performance Plan You can process an evaluation period once all the set ups are complete and a worker has been issued a job with a linked review type. To start the evaluation you must be in the planning month. To begin the evaluation the worker must got to the Performance planning module and select my performance planning. Demonstration: Submitting a Performance Plan This demonstration shows how to submit a performance plan. 8

10 1. Submitting a performance plan a. Click Human Resources>CEM-PMS > Performance Planning >My performance planning. b. Click New. c. Under Individual Goals (if such goals were enabled in setup) a worker can click Addto input a personal goal. d. Subjective goals will auto populate based on the setups. e. Click the Summary tab and enter a comment in the planning month comment box. f. Click Submit at the top of the form. This will send the performance plan to the workers manager for approval. Approve a Performance Plan Once a worker submits a performance plan the workflow directs the plan to their manager for approval. A manager can find this plan under the Performance planningin the performance appraisal for my approval section. 9

11 At this time the manager can edit the workers individual goals and assign a weight to each goal. Demonstration: Approving a Performance Plan This demonstration shows how to approving a performance plan. 1. Approving a performance plan a. Click Human Resources>CEM-PMS > Performance Planning >Performance planning for my review. b. Submitted performance plans will be listed in the middle of the page. Select one. c. Under the individual goals tab the manager may edit the goals. d. Under the individual goals tab the manager may assign the goals weights. e. Under the summary tab the manager must enter a comment in the Appraisers planning month text box. f. Click the Approve button at the top of the form 10

12 Review a Performance Plan in Interim If a company wishes they can have an interim review of the workers process towards their goals. During this time period a manger can reassess and edit a workers individual goals. Both the worker and the workers manager can give a rating to each individual goal and subjective goals to gage how the worker is progressing. Demonstration: Review a Performance Plan in Interim This demonstration shows how to review a performance plan in interim. 1. Review a performance plan in Interim a. Click Human Resources>CEM-PMS > Performance Planning >My performance planning. b. A plan will be available in middles of the screen. Click to open the plan. c. Click on Recall button. d. In the individual goals tab the worker can enter a goal in the interim rating column. e. In the subjective goals tab the worker can enter a goal in the interim rating column. f. In the Summary tab the worker must enter a comment in the interim month text box. g. Click Submit at the top of the form. 11

13 Approve an Interim Performance Plan Review After the worker submits their review the workflow send the review to the workers manager for approval. The manager at this time can edit the individual goals and give their own rating of the workers progress. Demonstration: Approve a Performance Plan in Interim This demonstration shows how to approve a performance plan in interim. 1. Approve a performance plan in Interim 12

14 a. Click Human Resources>CEM-PMS > Performance Planning >Performance planning for my review. b. Submitted performance plans will be listed in the middle of the page. Select one. c. (Optional) Under the individual goals tab the manager may edit the goals. d. Under the individual goals tab the manager must put a rating for each goal. e. Under the subjective goals tab the manager must put a rating for each goal. f. Under the summary tab the manager must enter a comment in the Appraisers interim month text box. g. Click the Approve button at the top of the form Appraise a Performance Plan The final phase of the performance plan is the appraisal month. During this phase the worker and the workers manager give their final rating to each goal. No edits can be made to the goals at this time. For this stage the worker and manager will repeat the steps for an interim review but instead will follow the below path. Human Resources>CEM-PMS > Performance Appraisal>My performance Appraisal. 13

15 Or for managers; Human Resources>CEM-PMS > Performance Appraisal> Performance Appraisalfor my approval Once this final approval is done the evaluation is complete. The worker is ready to begin the process over again starting with the planning period. Submit a Performance appraisal You can process an Appraisal only when performance planning is approved. To start the appraisal process you must be in the Appraisal month. To begin the Appraisal the worker must got to the Performance planning approved and select my performance Appraisal. Demonstration: Submitting a Performance Appraisal This demonstration shows how to submit a performance Appraisal. 2. Submitting a performance appraisal a. Click Human Resources> Common > Organization > Performance Appraisal>My performance Appraisal. b. Click New. c. Under Individual Goals a worker can Add Employee final rating. 14

16 d. The rating description will be automatically updated based on the employee final rating. e. Click the Summary tab and enter a comment in the Appraisal month comment box. f. Save the form to enable the workflow to Submit g. Click on Submit. This will send the performance Appraisal to the workers manager for approval. Approve a Performance Appraisal Once a worker submits a performance Appraisal the workflow directs the plan to their manager for approval. A manager can find this Appraisal under the Performance Appraisalin the performance appraisal for my approval section. Demonstration: Approving a Performance Appraisal This demonstration shows how to approving a performance Appraisal. 2. Approving a performance appraisal a. Click Human Resources> Common > Organization > Performance Appraisal> Performance Appraisal for my approval. b. Submitted performance Appraisal will be listed in the middle of the page. Select one. c. Under Individual Goals a worker can Add Employee final rating. 15

17 d. The rating description will be automatically updated based on the employee final rating. e. Click the Summary tab and enter a comment in the Appraisal month comment box f. Click the Approve button at the top of the form Calculation: Sum of goals weightage Total Weightage: Sum of Goals(weightage) + sum of category (weightage) Goals weight percentage: (Sum of Goals(weightage) / Total Weightage) * 100 Employee Including goals : Total points / Total weightage Total Points Total weightage Sum of category employee final rating + sum of goal employee final rating Sum of category weightage + sum of goal weightage Employee Excluding goals : Total points / Total weightage Total Points Total weightage Sum of category employee final rating Sum of category employee weightage 16

18 Points =Employee final rating * weightage Supervisor Including goals : Total points / Total weightage Total Points Total weightage Sum of points category Supervisor final rating + sum of goal Supervisor final rating Sum of category weightage + sum of goal weightage Supervisor Excluding goals : Total points / Total weightage Total Points Total weightage Sum of category Supervisor final rating Sum of category Supervisor weightage Disclaimer 2017 CEM Business Solution. All rights reserved. The information in this user manual guide applies only to Microsoft Dynamics 365 for Operations. It may be changed substantially prior to the final commercial release of the software described herein. The contents of this package are for informational and training purposes only and are provided "as is" without warranty of any kind, whether express or implied, including but not limited to the implied warranties of merchantability, fitness for a particular purpose, and non-infringement. No part of the text or software included in this training package may be reproduced or transmitted in any window or by any means, electronic or mechanical, including photocopying, recording, or any information storage and retrieval system, without permission from CEM Business Solution. Because CEM Business Solution must respond to changing market conditions, it should not be interpreted to be a commitment on the part of CEM Business Solution, and CEM Business Solution cannot guarantee the accuracy of any information presented after the date of publication. The names of actual companies and products mentioned herein may be the trademarks of their respective owners. This content is proprietary and confidential, and is intended only for users described in the content provided in this document. This content and information is provided to you under a non-disclosure agreement and cannot be distributed. Copying, disclosing all or any portion of the content and/or information included in this document is strictly prohibited. 17