Performance Management Self Service - An Overview

The Appraisal Self Service component empowers both the employee as well as the appraiser to carry out certain key activities such as performing appraisal and self-appraisal. Note that the HR user carries 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. The Appraisal Self Service component also empowers the countersigning officer to consolidate the appraisal ratings of all the appraisers mapped to each employee.

An employee could have multiple appraisers. The appraisers can be from different employment units.

Employee: At the outset, the employee can define all the appraisers who are to evaluate him. He can also specify the weightage to be assigned to each appraiser.

Next, he can select an individual appraiser, and map objectives to the appraiser. These will be the specific objectives by which the appraiser must evaluate the employee, during performance evaluation. The employee can also allocate the weightage for each objective. The employee can carry out this exercise of mapping objectives for all the appraisers defined for him.

Note: The objectives assigned to the appraiser and the objective weightages will require to be approved by the appraiser.

Once the groundwork of mapping appraisers to the employee and assigning objectives is complete, the employee can carry out self-appraisal. The employee will carry out self-appraisal either before or after the appraiser performs the appraisal for the employee. This will depend on the parameters set already in the Appraisal Setup component. Self-appraisal consists of four main parts. They are

•   Self-ratings for the objectives mapped already to the employee. The self -ratings for each objective are in the form of weightage, rate grade and acheivement details for the objective. The employee 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 self-ratings for these assignments. The self -ratings for each each assignment are also in the form of weightage, rate grade and acheivement details for the assignment. The employee can request the system to compute the weightage, in percentage.

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

•      Overall appraisal rating and overall appraiser rating grade.

The employee code and name of the appraiser who evaluated the employee for each objective and assignment are also displayed. The employee can also specify his training needs and the date by which he will require them. To assist the employee in choosing the right course, the system will make available the various courses offered by the organization and the objectives of each course.

After the appraisers mapped to the employee complete their appraisals of the employee, the employee can also view the details of the performance appraisals.

Through self-service, the employee can also record feedback and acceptance of the performance appraisal. This will depend on the parameter setting, in the “Record Appraisal Calendar” activity. The employee will require to record his feedback and acceptance either before or after countersigning officer reviews the performance appraisal.

Appraiser: The appraiser can start by carrying out the important 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 appraiser can stop with this, or proceed to assign additional appraisers for the employee. The weightage for each appraiser can be specified, as well.

Next, the appraiser can review the objectives by which he is to evaluate the employee. The system will display the objectives assigned to the appraiser by the employee, as well as the objectives assigned by the appraiser himself. The appraiser can edit the objectives, their details or their weightages. He can approve or reject each objective, or approve them all in bulk.

Subsequently, the appraiser can perform appraisals for each employee mapped to him. 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 appraiser 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 appraiser 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 appraiser 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 appraiser can view this information before completing the performance appraisal.

Countersigning officer: The countersigning officer will consolidate the overall appraisal ratings of all the performance appraisals by all the appraisers mapped to an employee. He can carry out the following responsibilities, for a selected employee:

• Review the employee appraisal details completed by the all the appraisers, for the employee

• Compute the overall appraisal rating, if all the employee’s appraisers have completed evaluating the appraisal

•  Enter comments pertaining to the appraisal

•   Approve or not approve the 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