Performance Management overview

The Performance Management application has these features:

• Configurable performance appraisal forms that are tailored to specific employee characteristics, including:

  • An unlimited number of forms.

  • An unlimited number of sections per form.

  • Sections that can be used by multiple forms.

  • The ability to incorporate a combination of user-defined criteria, position-based criteria, and competency model-based criteria with third-party sections in one appraisal form.

  • The ability to incorporate resources' goals and future goals (from Infor Goal Management) and activities and activity requests (from Infor Learning and Development) in an appraisal form.

  • The ability to configure who has access to a section within an appraisal form. For example, manager, resource, other rater, or a combination.

  • The ability to determine the information that is displayed about the other raters on the resource or manager appraisal form. Some organizations might want anonymity.

  • The ability to configure the resource information that is displayed on the appraisal form, including the other rater and manager appraisal form.

  • The ability to assign different weights to the various sections within an appraisal form which are then used in the appraisal overall rate calculations. Calculations also incorporate goal weights within goal sections and responsibility weights, if configured, within position sections that use responsibilities or duties as the measurement level.

  • The ability to determine what can be done at the appraisal form level. For example, self-appraisals, other raters, and who can select the other raters.

  • The ability to configure which appraisals are included in the consolidated report for a resource. For example, only manager; or manager and self-appraisal; or manager, self-appraisal, and other raters' appraisals.

  • The ability for managers to generate appraisal forms for their direct reports.

  • The ability for managers to change responsibility weights on the resource appraisal form.

  • The ability to use multiple rating scales in the appraisal form and obtain an accurate overall rating for the appraisal.

  • The ability to create appraisal text at the global or form level. This text is displayed on the employee or manager appraisal, based on the status of the appraisal.

• Configurable scheduling and processing of appraisal forms, including.

  • The ability to set up automatic email notifications when appraisals are available or complete.

  • The ability to configure review periods, due dates, and input periods for performance evaluations.

  • The ability to assign a particular appraisal form to an employee, based on custom group criteria.

  • The ability to automatically reassign appraisals when a resource changes manager.

  • The ability for direct managers and upline managers to reassign performance appraisals manually.

  • Choice of two process acknowledgment flows when the manager or appraisal owner submits a resource appraisal.

    • If the option on the appraisal form Rules tab is Manager Submits To Employee, the current flow is used. When the appraisal is finalized, the appraisal is immediately available to the employee on the Pending Acknowledgment tab of My Reviews.

    • If the option is Manager Submits To Upline Manager, one of two routing flows triggered. Depending on the approval flow selected. For that appraisal, employees acknowledge the appraisal from their in-box.

  • Choice of two approval flows for submitted appraisals:

    • Follow Direct Manager: The flow follows the employee current manager's supervisory structure.

    • Follow Appraisal Owner: The flow follows the submitting appraisal owner's supervisory structure, whether or not the employee is a direct report of the appraisal owner.

• Other features include:

  • The ability to define the rating scales and other response types to be used to respond to user-defined criteria.

  • The ability to specify ranges of rating scores for rating levels.

  • The ability for both the resource and manager to generate a consolidated performance evaluation report. This report includes graphical views and text views of all raters' performance scores.

  • Automatic routing of other rater requests to the resource's or manager's inbasket when an appraisal form is created.

  • Automatic creation of other rater appraisal forms when other raters are approved.

  • Access to resources and managers to the appraisal forms that they are responsible for, and the status of these forms. Resources are accessible in Employee Space and managers are accessible in Manager Space.

  • The ability to integrate a third-party system score into the appraisal and have the score included in the overall calculations.

  • The ability for both managers and employees to keep running notes on performance-related events through the review period. Managers and employees can access private notes that they have created. They can access public notes that are created by the manager or the employee on the appraisal form.

  • The ability for managers to attach documents to a resource appraisal. These documents can be viewed, but not changed, by the resource on the appraisal consolidated form.

  • An appraisal dashboard for managers. Managers can monitor the status of appraisals for which they are responsible. Managers can also monitor the status of appraisals for which the managers reporting to them are responsible. Additionally, managers can monitor the status of appraisals for which other managers down the manager structure are responsible.