Completing manager appraisals

You must be the appraisal owner to complete a manager appraisal. You might or might not be the employee's current direct manager.

You can start completing appraisals for your employees at any time unless the appraisal form requires an input period. If the appraisal form requires the employee self appraisal or other raters' appraisals to be completed first, you can specify data. You cannot complete the appraisal until the others have completed their appraisals.

If email notifications are enabled, you might receive a notification when an appraisal is available for completion and when a self appraisal has been finalized.

  1. Select Manager > Review Performance.
  2. On the My Staff or All Assigned To Me tab, select the employee.

    A red alert denotes late appraisals. A yellow alert denotes appraisals that are due soon. A blue alert denotes appraisals for which the employee self-appraisal is finalized.

  3. Select the appraisal to complete.
  4. Click any of these links to view related information. Some of these links are displayed only if information exists.
    • Mission: The mission statement.
    • Instructions: Instructions for completing the appraisal.
    • Attachments: Add, view, or modify an attachment. Your staff can view but not change attachments associated with their appraisal when you submit the consolidated form to them for acknowledgment.
    • Take Notes: Your notes for the employee. These contain your own private and public notes and the employee's public notes.
    • View Consolidated Appraisal: View the summary form when you have completed the form.
    • Self Appraisal: View the employee's self appraisal. This button is available only if self-appraisals are enabled by appraisal rules.
    • Other Rater Appraisals: View other rater appraisals. This option is available only if other rater appraisals are enabled by appraisal rules.
    • Historical Appraisals: View previous appraisals.
  5. Click Start Appraisal. The Evaluate Criteria section may contain more than one subsection. You can complete the subsections in any order or by clicking Next at the end of each section.

    To exit and continue later, click Save And Close. To resume, click Continue Appraisal.

    Note: 

    You can change the default responsibility weights in an Evaluate Criteria section if these situations apply:

    • The section is made of weighted responsibilities.
    • The Manager Defined Weight field is displayed for each responsibility.

    The total of the responsibility weights must remain the same and be equal to the section weight that is specified on the appraisal form. Click Show Weight Mismatch to view the section weight next to your weight totals. If there is a mismatch, adjust the weights that you specified.

  6. If a third-party section exists, specify the score from the third-party system.
  7. If an Evaluate Goal section exists, you can perform these actions:
    • Review and add a rating for the employee's current goals
    • Specify a rating on any rated goals
    • Complete a goal

    Each rated goal must have a weight. The weight is used in overall rate calculations. You cannot complete the form until all rated goals are weighted.

    Note: Not all employee goals are displayed. The administrator who creates the appraisal form determines the types of goals that should be reviewed on the appraisal. Goals that belong to other goal types are not displayed on the appraisal.
  8. If a Set Goals section exists, you can suggest goals for the next performance appraisal period.

    To create a future goal, click Create Goal, complete the goal information, and click OK.

    If the goal type is one of the types defined to show on the appraisal, the goal is displayed on the Set Goals tab. It also appears on your list of Active goals for the employee (Manager > Manage Goals), and on the employee's list of active goals (Employee > Manage Goals).

    Completed goals are not displayed in the Set Goals section.

    Goal
    Specify the name of the suggested goal.
    Type
    Select the goal type that best matches the goal.
    Category
    Select the goal category that best matches the goal. If you add an aligned organizational goal, this field should be blank or match the aligned goal's category.
    Start Date, Due Date
    Specify the goal's start date and expected completion date.
    Weight
    Specify a goal weight. The weight is used to calculate an overall rating in performance appraisals. The weight of all the goals does not have to equal 100%.
    Description
    Describe the goal.
    Expected Result
    Describe the expected outcome for the goal.
    Align With Organizational Goal
    If the goal is aligned with an organizational goal, select the organizational goal.
    Note: The goal start and end date should be within the organizational goal's start date and end date. In addition, the Category field should be blank or match the organizational goal's category.
    Specific, Measurable, Attainable, Relevant, Timebound
    Select the check boxes that are appropriate for the goal. When the goal is created, the application provides a SMART rating for the goal.
  9. If the appraisal contains a Completed Activities section, review the activities that the employee has completed.

    This section lists unvalidated competencies, skills, credentials, and education, if they exist.

    If the continuous development module is active, continuous development data, such as learning activity, is displayed.

  10. If the appraisal contains a Planned Activities section, review the activity requests and personal activities that you currently have in process. You can request a activity, or personal activity, or take action on a checklist component. You can assign, approve, or create a activity for the employee.
    Note: This section lists below performance items in competencies, skills, education, and credential, if they exist as the result of a percent fit analysis. The section also contains suggested activities that could help you meet expectations.

    If the continuous development module is active, continuous development data, such as learning activity, is displayed.

  11. To assign an activity:
    1. Click Assign Activity.
    2. Specify this information:
      Activity
      Select the activity to assign to the direct report.
      Proposed New Activity
      This field applies to learning budgets only. If the activity does not exist, type a descriptive name for the activity to be created.
      Start Date
      This field applies to learning budgets only. Select the start date for the activity. This helps the system assign the activity to a budget.
      Due Date
      Specify the due date for the activity. It must be a date in the future and later than the start date.
      Session
      If you select a session, do not select the Allow Resource to Select Session check box. This field does not apply to learning budgets. If this option is selected, the direct report is assigned to the selected activity with a confirmed registration for this session.
      Allow Resource To Select Session
      If you select this check box, do not select a session. This field does not apply to learning budgets. If you select this option, the activity is assigned and the status is updated to Needs Registration.
      Required
      Clear this check box if the activity is not required.
      Priority
      Specify a priority number for the activity. This is informational only.
      Request Origin
      This field applies to learning budgets only. Select the origin of the request. The values are user-defined.
      Comments
      Add comments as needed.
    3. Click OK.
  12. To create a personal activity:
    1. Click Assign Personal Activity.
    2. Specify this information:
      Description
      Specify a description for the personal activity.
      Start Date
      Specify the start date for the activity.
      Due Date
      Specify the due date for the activity. It must be a date in the future and later than the start date.
      Required
      If this activity is required, select this check box.
      Priority
      Specify a priority number.
      Comments
      Add additional comments.
      Note: A personal activity is not part of the Learning and Development catalog and is not available to the learning manager:
    3. Click OK.
  13. To take action on a checklist or checklist component from the appraisal on the Active Checklists pane:
    • To generate a printable file of a checklist, select the checklist and click Printable Checklist.
    • To change a checklist due date, select the checklist and click Change Due Date. Select a new date. Optionally, specify a reason code and comments.
    • To cancel a checklist, select the checklist and click Cancel Checklist. Select a reason. Optionally, specify comments.
    • To validate or waive any of the components that are awaiting validation, open the checklist and select Validate or Waive. If you select Validate, specify a validation date and method. If you select Waive, specify a reason.
    • If all the components of a checklist are completed or waived, and managers can complete the checklist, click Complete. This action completes the checklist from the appraisal.
  14. If an Overall Comments section exists, add comments.
  15. Click Save And Close.
    You can reopen the form and modify your responses. Save each section that you change.
  16. To preview the consolidated appraisal, click Consolidated Appraisal.
    If the appraisal rules are set for the consolidated form to include the self-appraisal and other rater appraisals, a summary form is displayed. The various appraisals that have been completed are displayed side by side with the manager appraisal.
  17. Click Submit. Optionally, specify a meeting date. Click OK.
    The appraisal is moved to the Ready For Review tab. It is displayed to the employee on Employee > My Reviews > Ready For Review tab.
    Note: When you open the appraisal, the Submit action is changed to a Revert To In Progress action. Select this action to make changes to the performance appraisal. For example, to add goals at the time of your meeting with the employee. If you revert to In Progress status, you must finalize the appraisal again before submitting it for acknowledgment.
  18. To notify the employee that the appraisal is finalized, click Notify Resource.

    A user notification is sent to the employee. When the employee clicks the user notification, the Print window is displayed. The employee can generate a PDF version of the consolidated form.

  19. Update the performance appraisal rating, click Update Overall Rating, select a rating, and click OK.
    Depending on the appraisal form rules, you might not be able to specify an overall rating.
  20. To add or modify the meeting date, select All Actions Menu > Update Meeting Date.