Appraisal Administration - An Overview

Through the Appraisal Administration component, the HR user or administrator can carry out the entire cycle of activities that an employee’s appraisal will comprise. Note that the employee and the appraiser may carry out some of these same activities, as well. The system will always consider the sum of all information entered through the Administration and Self Service activities, for any processing.

Recording appraisers to employee The HR user can start by carrying out the key activity of mapping appraisers to the employee. He can map multiple appraisers to the employee. Through a single keystroke each time, he can

•  Assign the employee’s current supervisor as his appraiser

•  Assign the appraiser’s supervisor as the employee’s countersigning officer.

• The HR user can stop with this, or proceed to assign additional appraisers for the employee. The weightage for each appraiser can be specified, as well.

Assigning objectives to the employee’s appraisers: Next, he can select an individual appraiser of the employee, and map objectives to the appraiser. These will be the specific objectives by which the appraiser must evaluate the employee, during performance evaluation. The HR user can also allocate the weightage for each objective. He can carry out this exercise of mapping objectives for all the appraisers defined for the employee. He can approve or reject each objective, or approve them all in bulk.

Recording performance evaluation: Subsequently, the HR user can record the performance appraisal of each appraiser mapped to the employee, on behalf of the appraiser. He can view the employee’s self-appraisal, as well. Performance appraisal consists of the following main parts. They are

• Ratings for the objectives mapped already to the employee. The ratings for each objective are in the form of weightage, rate grade and acheivement details for the objective. The HR user can request the system to compute the weightage, in percentage. See example.

• Specifying the assignments undertaken by the employee during the appraisal period, and the ratings for these assignments. The ratings for each each assignment are also in the form of weightage, rate grade and acheivement details for the assignment. The HR user can request the system to compute the weightage, in percentage.

• Specifying strengths, weaknesses and specific achievements, each in the form of narrative text.

• Rating the employee on potentials

• Specifying training needs and the date by which the employee will require them. To assist the HR user in choosing the right course, the system will make available the various courses offered by the organization and the objectives of each course

• Recommendations, the nature of which will vary for the different appraisal types such as annual appraisal, contract or confirmation.

•  Overall appraisal rating and overall appraiser rating grade.

The system makes available key data such as the employee’s past appraisals and leave summary. The HR user can view this information before completing the performance appraisal.

Recording self-appraisal: The HR user can record the self-appraisal of the employee, on behalf of the employee. He can view the employee’s past self-appraisals, as well.

Consolidating appraisal ratings: In instances where the countersigning officer does not consolidate the overall appraisal ratings, the HR user will consolidate the performance appraisals by all the appraisers mapped to an employee. He will then close the employee’s appraisal.

Getting familiar with the activities inside  

6      Hyperlinked topics below

  Weightage

This is a number to indicate the weightage assigned to objective and each assignment, with respect to the other objectives/assignments listed

  When the countersigning officer consolidates the overall  appraisal ratings

After all the appraisers of the employee complete the employee’s performance appraisal, the countersigning officer’s review and consolidation of the overall appraisal ratings may be required.  This is true if either of the following was carried out in the “Record Employee Appraiser Mapping” activity of Appraisal Administration

4      The “Set as Appraiser’s Supervisor” pushbutton was selected, to define the supervisor of the employee’s current supervisor as his countersigning officer. This is in the “Select Employee to Record Appraiser Mapping” page

4      The countersigning officer was selected in the “Record Appraiser Mapping” page

There could be instances, however, when the countersigning officer may not be available or his review cannot be obtained. During such exceptions, the HR user can carry out the following responsibilities:

• Consolidate the appraisal ratings of all the appraisers mapped to the employee

• Set the Countersigning Officer Review Exception Status to “Yes”, to indicate that the appraisal can proceed without the CO’s review.

•  Record the CO’s comments, on his behalf.

•  Close the employee’s appraisal.