by Employee Setup:
| Band | Employee hierarchy in the organization |
| Compensation | Pay structure i.e. Heads under which salary is paid |
| Designation | Job profiles of employees as per bands & departments |
| Employee Status | Specifies the timeline for the review with a start & end date. Employee status in the organization. Example: Active | Terminated Sabbatical | Resign |
Performance Measures:
| 360 Degree Feedback | Feedback process where an employee receives feedback from External & Internal stakeholders |
| External Stakeholders | Feedback process where an employee receives feedback from External & Internal stakeholders |
| Feedback Templates | Set of questions to seek feedback on a specific aspect of employee |
| Goals | Work objectives as per job role. |
| Instant Feedback | Real-time Feedback to & from anyone. Ability to tag the feedback to Performance Measures |
| KRA | Key Result Area. Outlines the task that employee has to perform & what is expected. |
| KPI | Key Performance Indicator. A measurable value related to the Key result area for the employee. |
| Measurable KRAs | Performance Measures against which targets can be set and performance tracked against actual achievements. |
| Performance Review Category | Broad categories under which employee performance is reviewed i.e. KRAs, Competencies, Values etc |
| Performance Measure | An employee performance parameter that can be evaluated either through subjective or measurable rating. |
| Review Templates | Set of performance measures grouped to evaluate specific job role or function. |
| Rating Scales | Used to rate performance measure of an employee. |
| Review Letter Templates | Post review letter templates to be issued to employees based on Performance, Salary Increment and promotion for employees |
| Subjective | A Performance Measure that requires a qualitative assessment by the Reviewer to be rated with the help of a Rating scale. |
Administration:
| Roles | Helps to assign system access (Create, Modify, View) rights to users |
Review Process Setup:
| Coverage | Employee set to be reviewed; can be chosen by departments/bands too. |
| Frequency | Defines the number of times the employee evaluation will be conducted during the period. For example Bi-Monthly, Quarterly, Half-Yearly or Annually |
| Min. Service Period | Minimum number of months employees should serve in the organization to be eligible for the performance review process |
| Period | Specifies the timeline for the review with a start & end date. |
| Remainder Alerts | Allows auto-reminders to be triggered to employees based on pending Performance review tasks |
Review Form Configuration:
| Acceptance | A formal review process activity when the employee gets to have a look at the final review inputs of the Manager and formally accepts & sign-offs. |
| Employee Development Plan | A Review Form section that allows for recording of Employee Development and training needs. |
| Employee Review Form Sections | Parts of the review form for recording different aspects of employee’s performance. |
| Goal Settings | A formal review process activity where the Performance Measures/KRAs are set for each employee & signed off. Goal setting can be done by employee & reviewer collaboratively or by the Manager or HR alone. |
| Highlights | A Review Form section that allows specific open-ended aspects of employee’s performance to be recorded i.e. Strengths & Weaknesses, Achievements etc. |
| Performance Metrics | A Review Form section that allows for a rating of Performance Measures & KRAs based on the KPIs. |
| Moderation | A formal review process activity where a senior employee reviews the inputs by employee & manager for fairness and thus assures that the process was conducted appropriately & consistently. |
| Moderator | A senior employee that conducts the Moderation process in a Performance Review, ensuring that the reviews were conducted properly. |
| Process Flow | The process workflow for the Performance Review i.e. Whether Goal setting will be done, whether employees can do self-evaluation, whether there will be an acceptance process etc. |
| Reviewee | An employee who undergoes review |
| Reviewer | An employee who reviews the performance of a Reviewee |
| Set Reviewers | A Review process activity that confirms the Reviewers who will be reviewing the employees for the review. |
| Transfer & Promotion | A Review process activity that allows Managers to recommend employees for transfer & promotion and record reasons in the Review Form. |
Performance Measures Setup:
| Department | Performance Measures that are set to evaluate departmental performance & thus indirectly an employee’s contribution to the same |
| Individual | Performance Measures that are set to evaluate individual employee’s performance. |
| Organization | Performance Measures that are set to evaluate organizational performance & thus indirectly an employee’s contribution to the same. |
Grade & Score:
| Grade Frequency | Allows for gradation of employees based on performance. For multi-frequency reviews like Quarterly, Half Yearly, etc grading can be chosen to be set for any of the legs of the review. |
| Scoring Basis | The basis for calculating performance scores of employees based on final ratings of performance measures. |
| Weightage | The weightage for different categories of performance measures used for employee evaluation. This helps to calculate one overall final review score for the employee. |
Plan and Schedule:
| Set Assessment date | Set the start and end date for the review process that may include self-evaluation, Manager’s performance appraisal, and Moderation. |
| Set Performance Measures date | Set the start and end date for the setting of Performance Measures if either Reviewee or Reviewer are involved in the process. |
Review Process:
| Absolute Grading | A Grading method based on an absolute range of scores. i.e. 80-100% is Grade A, 60-80% is Grade B, etc.
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| Grading | A review process activity where employees are graded based on overall performance review scores. |
| Normalize Ratings | A review process activity where employee performance scores as submitted by Reviewers are readjusted based on various organizational factors to set the final review scores for employees. |
| Professional Development | A Review process activity where development recommendations along with Plan, timeline and linked to performance measures are recorded. |
| Relative Grading | A Grading method based on percentile review scores of employee’s performance. |
| Self Review | Self-evaluation process by an employee. |
Compensation:
| Budgeting | Setting the compensation budget for the next period. Budgeting can be done at an organizational level or a department & band level. |
| Increment | A process of compensation planning where employees are given a fixed or performance linked pay raise. |
| Salary Correction | Any adjustments to employee’s correction, outside the scope of the increment process. |
| Salary Finalization | Any adjustments to employee’s correction, outside the scope of the increment process. |
Review Close:
| Analytics Employee Wise | Top & Bottom 5/10/15/n employees in a performance review. |
| Analytics Goal Wise | Average % score on each performance measure department wise. Top & Bottom 5 measures to identify, strength & weaknesses. |
| Analytics Grade Distribution | Percentage of Employees in each Grade Bucket. Department wise Grade distribution of employees. |
| Analytics Score Distribution | Average Review Score department wise in a performance review. The variation (standard deviation) in a spread of review scores |
| Review Letters | Post Review formal Letters issued to employees with details of Performance Review Grades, Increments, transfer, and promotion |
| Reports | Detailed Analysis of Employee Score Distribution, Grade Distribution, Employee Review Comments, Employee Ratings, Development Sheet, and Performance Score related to a Performance Review. |
