Yes. The terms "Performance Management" and "ePerformance" are used interchangeably in HRS and refer to the same functionality.
Yes.
Yes.
Define Criteria is typically the first step in an employee's online evaluation process. This is when the employee's performance criteria for the evaluation period is established. A typical activity during this step is goal setting.
The period during the evaluation process where the employee and manager meet to discuss performance year-to-date and adjust performance criteria, if applicable and needed. Commonly referred to as the "mid-point" meeting, Checkpoints are typically held halfway through the evaluation period.
The last opportunity to adjust performance criteria on the evaluation, if applicable. It is also an additional opportunity to add comments on performance year-to-date, if applicable. The Finalize Criteria step typically occurs around the start or midway through the fourth quarter of the evaluation period.
Automatic due-date reminder email notifications are sent to both employee and manager if the Define Criteria - Update and Approve step has not been completed by the manager. The manager completes this step by selecting the "Approve" button.
Automatic due-date reminder email notifications are sent to both employee and manager if the Checkpoint - Review with Employee step has not been completed by the manager. The manager completes this step by selecting the "Share with Employee" and "Complete Checkpoint" buttons.
Automatic due-date reminder email notifications are sent to both employee and manager if the Finalize Criteria - Update and Complete step has not been completed by the manager. The manager completes this step by selecting the "Complete" button.
Reminders to complete the Define Criteria, Checkpoint and Finalize Criteria steps are sent to the employee and manager 7 days before the due date. Reminders to complete the end-of-year evaluation are sent 7, 15 and 30 days before their due date.
When viewing a document for yourself or a direct report, Due Dates are found in the Steps and Tasks pane on the left side of the window.
Next Due Date is displayed on the following pages:Employee navigation: Employee Self Service > Performance Management > My Performance or Development Documents > Performance
Manager navigation: Manager Self Service > Performance Management > Performance or Development Documents > Team Performance
Yes and automatic email reminders will be sent for steps with due dates prior to the document creation date. For example, if a document is created after the Define Criteria and Checkpoint steps were due, the employee and manager will still receive automatic email reminders to complete the Define Criteria and Checkpoint steps. Each institution is responsible for establishing expectations for employees and managers regarding how Performance Documents should be completed in this scenario (e.g., how many goals to enter, etc.).
Empl Rcd is displayed to the right of the employee's name in the Steps and Tasks pane on the left side of the window. However, the Empl Rcd is only displayed if it is not 0.
Manager's can access view-only documents for their indirect reports, based on Reports To, on the following page:Manager navigation: Manager Self Service > Performance Management > Performance or Development Documents > View-Only Documents
Ask your manager or Human Resources department to reopen the document for you by selecting the "Release to Employee" button.
See Checkpoint, Finalize Criteria, and Add/Edit/Delete Goal tip sheets on the Performance Management Help page.
Yes, but depending on where you are copying from, some punctuation may change upon save. Best practice is to review your entry after pasting and saving, and fix punctuation as needed.
See your institution's help documents by selecting the "Performance Management Resources" link under Additional Resources on the Performance Management Help page, or contact your Human Resources department for assistance.
See your institution's help documents by selecting the "Performance Management Resources" link under Additional Resources on the Performance Management Help page, or contact your Human Resources department for assistance.
In most cases, if an employee transfers positions their original document will be canceled and a new document created; see Automated Performance Management Processes in HRS for additional information. When a document is canceled, it moves from Current Documents to Historical Documents for both employee and manager. Both employee and manager can copy goals from the canceled document into the new document by selecting the Add Goal hyperlink from with the new document, then the Copy Goal from My Documents (employee) and Copy Goal from My Team's Documents (manager) option.
Comments added by a manager at Checkpoint are not automatically shared with the employee (and vice versa). The manager must select the Checkpoint Share with Employee button so the employee can view the Manager Comments (and vice versa).
Comments added at the Checkpoint step automatically push to the Finalize Criteria step when Checkpoint is completed. However, Finalize Criteria comments are not automatically shared between manager and employee. Each must select their "Share with..." buttons again at Finalize Criteria, even if the comments were already shared at Checkpoint.
The Employee Comments from Finalize Criteria automatically push to the Self Evaluation when Finalize Criteria is completed. Employee Comments from the Self Evaluation push into the Manager Evaluation when the employee selects the Self Evaluation Complete button.
The Manager Comments from Finalize Criteria automatically pushes to the Manager Evaluation when Finalize Criteria is completed. After the manager selects the Share with Employee button on the Manager Evaluation, the employee is able to review the Manager Comments when acknowledging the Manager Evaluation.
At the Checkpoint and Finalize Criteria steps, the manager will see the message Employee has either not commented or has not shared their comments in all Employee Comments boxes if the employee has not yet shared comments. If an Employee Comments box is blank, it means the employee shared comments but did not add any feedback to that particular Employee Comments box.
At the Manager Evaluation step, the manager will see the message Employee has not completed their self-evaluation message in all Employee Comments boxes if the employee has not yet completed their Self Evaluation; note - unless under special circumstances, the manager should never complete the Manager Evaluation step (select Share with Employee button) when this message appears in the Employee Comments boxes. If an Employee Comments box is blank, it means the employee completed the Self Evaluation but did not add any feedback to that particular Employee Comments box.
At the Checkpoint and Finalize Criteria steps, the employee will see the message Manager has either not commented or has not shared their comments message in all Manager Comments boxes if the manager has not yet shared comments. If a Manager Comments box is blank at any step, it means the manager shared comments but did not add any feedback to that particular Manager Comments box.
HR Admin are always able to view the Manager Comments at every step, but like the manager, are not able to view the Employee Comments until the employee selects the Share with Manager (Checkpoint, Finalize Criteria) or Complete (Self Evaluation) buttons.
During the Checkpoint and Finalize Criteria steps, both employee and manager are able to continue updating or deleting their own comments after they have selected their "Share with..." buttons.
At Finalize Criteria, the employee can update or delete the Employee Comments that pushed from the completed Checkpoint; the same applies to the manager and Manager Comments. This means comments that are shared at Finalize Criteria may differ than comments shared at Checkpoint. To see what comments were shared at Checkpoint when at the Finalize Criteria step, select the View hyperlink in the Steps and Tasks pane for the Checkpoint step.
See your institution's help documents by selecting the "Performance Management Resources" link under Additional Resources on the Performance Management Help page, or contact your Human Resources department for assistance.
Section weighting can be used when using calculated ratings to determine the Overall Summary rating and there is more than one rated section (e.g., Competencies, Goals). Section weighting enables you to place more or less importance on the section.
When section weighting is used (rare), both employee and manager have the ability to change the section weight that appears. If the document has a Define Criteria step (most common), the section weights are locked in and can no longer be updated when the manager selects the Define Criteria Approve button. An error message will display and not allow the "Approve" if the section weight combination does not equal 100.
Item weighting can be used when using calculated ratings to determine Section Summary rating. Item weighting enables you to place more or less importance on each item within a rated section.
When item weighting is used (rare), both employee and manager have the ability to change the item weight that appears during the Define Criteria, Checkpoint and Finalize Criteria steps. Item weights are locked in when the manager selects the Finalize Criteria Complete button. An error message will display and not allow the "Complete" if the item weight combination for a particular section does not equal 100.
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