Appraisal form sections

Appraisal forms consist of multiple sections that are arranged in a specific order.

You can use Performance Management to create a library of sections for appraisal forms. When you define an appraisal form, you select the sections that are displayed in the form. You can also assign a weight to each section. You can create a new section by copying an existing appraisal section and modifying it.

You can define these types of appraisal form sections:

  • Header

    The header is the introduction statement. It can include a mission statement and instructions on how to complete the performance review. The appraisal form has links to this information.

    See Defining header sections.

  • Resource

    The resource section indicates resource and other rater information that is displayed on the appraisal form.

    See Defining resource sections.

  • Criteria

    Criteria sections contain a list of criteria to be rated by the appraiser from a resource's position. This criteria can originate from a competency model or from a user-defined criteria group.

    See Defining criteria sections and Resource talent profile update.

    • If the criteria source is Competency Model, you must specify which competency model should be used.
      • You can use both the competency model's competencies and skills, or the competencies only, or the skills only into the section.
      • You can use the descriptions of competencies and skills or the behaviors that are associated with competencies and skills as the measurement level.

        If you select Competency as a measurement level, you can also indicate whether the section's skills and competencies are automatically updated, or updated and validated, in the resource's talent profile. These updates and validations occur when a resource's performance appraisal using this section has gone through the final acknowledgment.

    • If the criteria source is Position, you can select Competency, Behavior, Responsibility, or Duty as measurements.
      • If you select Competency as a measurement, you can retrieve a combination of the position's competencies and skills for use in the section. You can use the competencies only, the skills only, or both the competencies and skills. You can also indicate whether the section's skills and competencies are automatically updated, or updated and validated, in the resource's talent profile. These updates and validations occur when a resource's performance appraisal using this section has gone through the final acknowledgment.
      • If you select Responsibility or Duty as the measurement, you must specify the rating scale on the Criteria section. If positions are weighted, you must also select the positions that the section is valid for. You can give managers permission to update the weights on the resource appraisals.

        If you select Responsibility, you can also set the duties to display as guidelines.

      • If you select Behaviors as the measurement, the behaviors for the competencies and skills that are associated with the position are used as measurement criteria.
    • For user-defined criteria, you must select a criteria group and the rating scale on the Criteria section.
    • The Display Sequence column determines the order in which criteria, competencies, and performance indicators are displayed. Items are sorted in ascending Display Sequence order.

      If two or more criteria have the same Display Sequence value, the By Display Sequence Order sorting logic uses Display Sequence as the primary sort field and Employee Appraisal Criteria as the secondary sort field to determine the final order.

      You can edit Display Sequence only before an appraisal is created from the appraisal form. After an appraisal is created, the field is read-only. Changes to the display order do not affect existing appraisals.

    • If the criteria source is Competency Model and the measurement level is Competency, a Display Sequence field is displayed in the criteria list. The field is automatically populated when the criteria section is added to the appraisal form. To reorder competencies, update the Display Sequence values and save.
    • If the criteria source is User Defined Criteria, the criteria list includes a Display Sequence field. o reorder criteria, update the Display Sequence values to define the order in which the criteria is displayed.

      After you update the Display Sequence values and save the criteria section:

      • Competencies are displayed in the specified order.
      • Display Sequence values are updated to reflect the current order.
      • The Display Sequence field remains available for future reordering.
    • If the criteria source is Competency Model and the measurement level is Performance Indicators, the criteria section includes performance indicators for the selected competencies and skills.

      Use the Display Sequence field to define the order of performance indicators for a competency. When you save your changes, the performance indicators are reordered based on the Display Sequence values. The application automatically renumbers the values so that they are unique and sequential.

      The display order of performance indicators is maintained separately for each competency. Changes to the display order of one competency do not affect the performance indicators that are associated with other competencies.

      When you update Display Sequence values for a competency, save your changes before selecting a different competency.

      If you select a different competency without saving, your changes are discarded. When you return to the previous competency, the performance indicators are displayed using the last saved Display Sequence values.

      Each competency maintains its own performance indicator display order. Unsaved changes do not affect the saved display order of any competency.

  • Goal

    The resource's current goals that match the review period and the selected goal types are displayed in the goal section. Appraisers can use goal sections to rate the resource's performance in these goals.

    See Defining goal sections.

  • Future goal

    The resource's future goals that match the selected goal types are displayed in the future goal section. Future goals are goals with due dates after the review period.

    See Defining future goal sections.

  • Activities

    all the activities that the resource completed during the review period are displayed in the activities section. There should be only one activities section on an appraisal form.

    See Defining completed activities sections.

  • Activity requests

    All the activity requests that the resource has submitted for future development are displayed in the activity request section. There should be only one activity requests section on an appraisal form.

    See Defining planned activities sections.

  • Position Description

    The position description section provides information about the employee’s job description and details of their role.

    The administrator can attach only one appraisal section with type position description to the appraisal form. This section is valid to manager, self, and other rater roles.

    Employees can review and acknowledge this section to ensure that they understand their job responsibilities.

    See Defining position description sections.

  • Third party

    A third party section provides a place holder to import data from a third-party performance analysis tool.

    See Defining third party sections.

  • Summary

    Appraisers can use the summary section to provide an overall rating for the performance review.

    See Defining summary sections.