Appraisal FAQ FAQ 1 / 11

Transcription

1 Appraisal FAQ How can I change development or performance objectives?... 2 How can I cascade performance objectives?... 3 How can I copy objectives to the new objective plan?... 5 How do I use the status colors in the performance objectives?... 7 Why am I not able to access the appraisal form?... 7 How do I know if one of my direct reports has completed the appraisal preparation?... 8 What is the difference between the potential rating next level and grow above next level?... 8 Do you have a catalogue of possible development measures?... 9 I cannot complete the appraisal meeting because the weighting of the targets are over 100%. How can I change that?... 9 Where can I see the completed forms of my 1 st and 2 nd level reporting line? How can I get to an overview of the objectives of all my reporting lines? How can I access the job description of an employee? Why am I not able to modify the job description of my direct reports? FAQ 1 / 11

2 1. How can I change development or performance objectives? Please note that the objectives can only be changed in the following workflow states: Workflow Manager Employee Preparation Appraisal Meeting (equal to preparation) Signature Employee and Manager Edit of objectives to be reviewed Edit of objectives to be set Edit of objectives to be reviewed Edit of objectives to be set No edit of objectives to be reviewed Edit of objectives to be set No edit of objectives to be reviewed Edit of objectives to be set All objectives locked All objectives locked Completed No edit of reviewed objectives No edit of reviewed objectives Edit of set objectives No edit of set objectives 1. Go to performance/development objectives: FAQ 2 / 11

3 2. Choose employee: 3. Go to the respective objective and click on edit: 4. Make changes and save: 2. How can I cascade performance objectives? FAQ 3 / 11

4 1. Go to your own performance objectives. Choose objective to be cascaded and click on cascade selected: 2. Choose the employee, you want to cascade the objective to and click next: You can also cascade objectives to employees further down your reporting line. 3. Change the objective to the needs of the receiving employee(s) and click on cascade 4. The objective is now cascaded to the desired employee and visible in the employees objective plan 5. The target is still visible in the managers target plan but clearly marked as cascaded FAQ 4 / 11

5 3. How can I copy objectives to the new objective plan? This function can be used to copy performance objectives into a new plan or to copy long-term measures into a new development plan. 1. Go to the performance/development objective plan of the respective employee. 2. Choose the plan you want to copy an objective to: 3. Click on the Add New button and click Copy From Other Performance Objective Plan FAQ 5 / 11

6 4. Choose the objective plan you want to copy objectives from and click next: 5. Tick the objectives you want to copy and click on the copy button: The chosen objectives are now copied to the desired objective plan and you are able to change it to your needs. FAQ 6 / 11

7 4. How do I use the status colors in the performance objectives? Green: Orange: Red: On track with objective Critical to reach target Out of track to reach target 5. Why am I not able to access the appraisal form? 1. Only one person at the time can access to the appraisal form (either the Manager or the Employee). 2. The user with the last access to the form needs to save and close the form properly otherwise it is locked. Use the save and close button in the appraisal form to make it available again to the other person. FAQ 7 / 11

8 6. How do I know if one of my direct reports has completed the appraisal preparation? Open the appraisal form of the employee and scroll to the end. The employee has completed the preparation when the checkbox is ticked. You can now complete the preparation and the appraisal form will move to the meeting status. 7. What is the difference between the potential rating next level and grow above next level? Next level potential within two years describes an employee who demonstrates the capacity and willingness to assume greater responsibility at a next level within two years. Example: Julie Brown, a Sales Representative shows the potential to become a Regional Sales Manager within the next 2 years. She might grow further after moving up to the new role but from a current perspective it cannot be predicted by now. Potential to grow above next level within five years describes an employee who has clear potential for further development into a role two levels or more above the current role within five years. Example: John Terry, a Sales Representative shows the potential to become a National Sales Manager or even a Managing Director within the next 5 years. Please also consider that always the highest potential rating match shall be applied. Example: Potential to grow above next level includes next level potential. Furthermore, if the expected development timeframe takes longer than indicated in the rating scale than the lower potential rating applies. Example: Next level potential within 3-4 years leads to the rating potential to grow within current position. In a year or two this potential rating will most probably move to next level potential within two years. FAQ 8 / 11

9 8. Do you have a catalogue of possible development measures? Find here some examples of possible on-the-job and off-the-job development measures. Especially on-the-job measures include a high portion of experience learning and have a high applicability in daily job. On-the-job Job rotation, enrichment and enlargement Project work, special tasks Networking Webinars Introduction program Mentoring Assignment as supervisor, coach or mentor Deputy function Systematic career planning International assignments Representative tasks Preparation for (early) retirement Lateral moves Off-the-job Seminars, higher education Leadership training Book referral e-learning Career counselling (horizontal) Re-education 9. I cannot complete the appraisal meeting because the weighting of the targets are over 100%. How can I change that? Go to performance, choose the affected performance objective plan of the employee and adapt target weights so that they sum up to 100%. Now you are able to complete the appraisal meeting. See also: How can I change development or performance objectives? FAQ 9 / 11

10 10. Where can I see the completed forms of my 1 st and 2 nd level reporting line? Go to the completed forms in the appraisal section and choose all. 11. How can I get to an overview of the objectives of all my reporting lines? Go to Analytics Reporting Ad Hoc Reports Run the report Final Performance Objectives to export it to excel. Choose the report with the prefered period FAQ 10 / 11

11 12. How can I access the job description of an employee? Go to my employee file, select the employee, click on profile and choose job description. 13. Why am I not able to modify the job description of my direct reports? Only HR can upload new job descriptions. If you wish to do any modification, please send the new job description to your local HR department. FAQ 11 / 11