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 completion of the employee's self-appraisal or the appraisals of other raters, then 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 is submitted.

  1. Select Manager > Review Performance > All Assigned To Me.
  2. Select the appraisal, then click Start Appraisal.

    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 submitted.

  3. To view other relevant details about the appraisal, click the Additional Information tab.
  4. 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.

    You can change the 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.

  5. If a third-party section exists, specify the score from the third-party system.
  6. 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.

    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.

  7. 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. The goal is also displayed on your list of active goals for the employee and on the employee's list of active 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.

    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.
  8. 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.

  9. If the appraisal contains a Planned Activities section, review the activity requests and personal activities that you currently have in process.
    You can request an activity, or personal activity, or take action on a checklist component. You can assign, approve, or create a activity for the employee.
  10. 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.
  11. If an Overall Comments section exists, add comments.
  12. If the Submit section is available, then click Submit. When prompted, specify a meeting date and then click Submit.
  13. To preview the consolidated appraisal, click View Consolidated.
    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.
  14. Click Submit. Optionally, specify a meeting date. Click OK.
    The appraisal status is updated to Ready For Review. It is displayed to the employee on Employee > My Reviews > Ready For Review tab.

    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.

  15. To notify the employee that the appraisal is submitted, 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.

  16. 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.