Completing manager appraisals

Administrators must enable the Improved Performance Appraisal Experience feature toggle.

See Infor HR Talent User and Administration Library (Cloud and On-premises) and select Administrator > HR Talent Setup and Administration.

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.

You can see a timeline for the status of each appraisal in the Appraisal Overview tab. The statuses for the manager appraisal cycle are Draft, In Progress, Submitted For Review, Ready for Review, Pending Acknowledgment, and Completed.

The Pending Acknowledgment status may change to Pending Upline Approval, Pending Employee Acknowledgment, or Pending Manager Acknowledgment, depending on the appraisal setup and the current stage of the acknowledgment process.

Depending on the status of the appraisal, you can see the next step for the appraisal under the status.

The timeline nodes indicate the completion of the status. The node is fully shaded when you complete the action for the appraisal, and the associated appraisals, if there are any, are also completed.

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.

    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. Only when information exists, these links are displayed:
    • Our Values: 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.
    • Coaching: List of coaching that is given to the employee.
    • Corrective Action: List of corrective actions that are given to the employee.
    • 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 in appraisal rules.
    • Completed Appraisals: List of all the completed appraisals for the employee.
    • Safe Behavior: List of reported safe behavior about the employee.
  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 Position Description section exists, view the employee's completed position description acknowledgment, click Mark Section As Reviewed then select the Position Description check box and click Submit.
  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.

    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. 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.
  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 an activity, or personal activity, or take action on a checklist component. You can assign, approve, or create a activity for the employee.
  11. 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.
  12. If an Overall Comments section exists, add comments.
  13. If the Submit section is available, review any instructions that are displayed, then click Submit. When prompted, specify a meeting date and click Submit.
  14. Optionally, to mark the section as completed, click Mark Section As Reviewed. Select the check box for the sections that are completed and click Submit. If there are unvalidated items, then a confirmation message is displayed. Click OK.
  15. 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.
  16. Click Submit. Optionally, specify a meeting date, then click Submit. Depending on your organization configuration, when you click Submit, additional fields for setting up an appraisal meeting are displayed. Specify this information:
    Meeting Date
    Specify the date on which the appraisal discussion is scheduled to occur.
    Start Time, End Time
    Specify the start and end time of the meeting.
    Duration
    Specify the duration of the meeting.
    Reminder
    Optionally, specify the number of minutes before the meeting to send a reminder.
    Location
    Optionally, specify the meeting location. For example, MS Teams.
    Subject
    Specify the subject of the meeting. For example, Discussion on Appraisal.
    Content
    Provide more details about the appraisal discussion.

    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.

  17. If upline approval is required, click Submit To Upline Manager.
  18. To notify the employee that the appraisal is submitted and ready for review, click Submit To Employee.

    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.

    If any related appraisals are currently in the same status, the number of appraisals is shown next to the status.

  20. If any related appraisals are currently in the same status, the number of appraisals is shown next to the status as a count indicator. To view the associated appraisals, click the count indicator beside the status or click the Appraisal Assignees tab.
    You can follow up with the appraisal owners for the appraisal’s completion by clicking Send Email on the Appraisal Assignees tab or when you click the count indicator.
  21. Update the appraisal period or due date of the appraisal:
    1. Select Actions > Update Appraisal Period.
    2. To update the appraisal period, specify the new range of dates in the New Appraisal Period field.
    3. To update the appraisal due date, specify the new appraisal due date in the Due Date field.
    4. Click Submit.
  22. To view meeting details, select Actions > Meeting Details.
  23. To modify the meeting details in the appraisal form, click Update Meeting. To cancel the meeting, select Actions > Cancel Meeting and provide content about canceling the meeting.