Completing an employee appraisal in Performance Pro is an important element of the performance culture within your organization. The overall structure of the appraisal is a simple, yet critical aspect of the employee’s position.
As a manager, please be sure to attend the webinar titled, "Setting Goals and Conducting an Appraisal." To register for this webinar, use this link.
For managers, the appraisal can include the following three areas:
- Adding scores and comments to Core Values, Competencies, and/or Goals.
- Entering feedback in the Summary Comments area.
- Finishing the appraisal by marking the appraisal ready, merging the employee and the manager feedback into one document, routing the appraisal for approvals and marking it complete.
There are three elements that can be added to an appraisal:
- Core Values: criteria all employees are rated on in your organization such as company culture and customer focus.
- Competencies: behavior-based criteria, such as judgment, dependability, and communication. These are directly associated with the employee’s position. As an example, an accountant will have a different set of competencies compared to an engineer due to the nature of their respective position.
- Goals: unique to the individual and their role in the organization. Goals are typically entered in Performance Pro by the manager.
Please note, not all companies use all three criteria to appraise employees. Also, your company may use slightly different terminology in referencing the appraisal criteria. As an example, competencies could be called objectives; goals could be called KPIs.
The appraisal is the core aspect of Performance Pro, however there are many other tools and features available to enhance the performance management process in your organization.