Manager Self-Service (Talent: Appraisals)

‌MSS Talent: Appraisals

‌Overview of the Appraisal Module

In HRplus, the performance appraisal system is competency-based and goal-oriented.

The Goals module allows you to set up goals that the organization wishes to achieve within a specified time-frame. Goals can be defined at the level of Company, Division, Department, Section, and Employee.

Alternatively if the Goals module is not being used, goals can be defined for jobs.

The Appraisals module has three (3) areas of activity:

HR
Manager
Employee
Employees are appraised on a combination of goals, competencies and job tasks (primary responsibilities). As such, in order to use this module the following must be defined:
- Job Competencies – competencies required for the job.
- Job Goals - measures and targets set for the job that can be tailored to the particular employee who holds the job.
- Primary Responsibilities – the basic responsibilities (tasks) of the job.
  Employee Reviews can be:
- assigned based on a repeating cycle (e.g. every month or quarter).
- appropriately-named when creating an HR event through which the review processed can be managed.
- set up as required (any number of reviews can be created).
- based on any combination of job goals, competencies and primary responsibilities.

‌A Guide to Using the Appraisal Module

The summary steps to use the Appraisal Module are as follows:

Set up Appraisal criteria (these are the items on which the employee will be appraised).
Set up Performance Parameters.
Set up Event Types.
Set up HR Events.
Conducting an Appraisal.

Step	Description
Step 1	Setup - Job Appraisal Criteria (these are the items on which the employee will be appraised):
	Personnel>>Organisation>>Setup>>Structure>>Jobs
	Primary Responsibilities	Employees inherit the attributes of the job in which they are assigned and Appraisals are based on the employee’s performance in their respective jobs. As such, the profile for each job should be completed before the employee is placed into the job.
		The Tasks (Primary Responsibilities) that are required for the job. Each task includes defining a user-defined Task Code and Description and defining descriptions inclusive of allocating Points for the default standards of: Far Exceeds Exceeds Meets Fully Meets Minimum Unacceptable
		Tasks may also be set up via Personnel>>Organisation Setup>>Structure>>Tasks. How do I set up Primary Responsibilities /Tasks for Job? How do I link Primary Responsibilities /Tasks to a Job?
	Job Competencies	The knowledge, skills and personal attributes the employee must possess to perform in the job.

Step

Description

Different levels of competencies will be required for different jobs. For example, Microsoft Excel may be a competency required. However, the skill level required in its use will vary between what is required of a clerk and what is required of an accountant.
How do I set up Competencies for a Job?
Competencies/Competency Levels: each competency has a user-defined Code, Name and Details (description) and must be linked to a Competency Typeof either:
1. Functional Skills
2. Operating Skills
3. Personal Attributes
4. Relationship Skills
5. Strategic Skills
Each competency also has six (6) default Levels (Levels 1 to 6), the descriptions of which are user-defined. This is to accommodate the varying levels of competencies that may be required for the different jobs.
Enter the Competency Details by Level Personnel>>Organisation>>Setup>>Qualifications-Related Codes>>Competencies>>Competencies>>Levels
Competency Standards (for each Competency Level) – the Standard for each Competency Level must also be defined inclusive of assigning Points based on the Ratings set up via Appraisals>>Performance Setup>>Ratings. The Points act as a guide to employees, enabling them to differentiate between which competencies carry more emphasis than others in getting the job done.
Personnel>>Organisation>>Setup>>Qualifications-Related Codes>>Competencies>>Competency Standards
Link Each Competency Level to Standards and associated Points
Link Competencies to Company – competencies must then be linked to the respective companies.

Personnel>>Organisation Setup>>Qualifications-Related Codes>>Link Competencies to Company

How do I link Competencies to a Job?

Job Goals

Goals for jobs must be defined either in the Goals (if used) module (Talent Management>>Goals>>Employee Goals) OR via Personnel>>Setup>>Organisation>>Structure>>Jobs [expand record]>>Job Goals.
In so doing, if an employee is promoted to a new job, the employee will inherit the goals associated with that job.

Step	Description
		Goal setup include: Goal Details, Goal Targets and Goal Standards. Goal Details Target Details Goal Standards The Goal Target is set for each individual employee. Goals are linked to organizational perspectives of Customer, Financial, Employee Growth and Development, or Internal Business Processes in keeping with the Balanced Score Card approach. Goal Standards – user-defined descriptions inclusive of allocating Points for the default Goal Standardsof: Far Exceeds Exceeds Meets Fully Meets Minimum Unacceptable
Points allocated to the Standards set for Primary Responsibilities, Competencies and Goals are user- defined and can be any value (0 to …..). These standards allow employees to discern exactly what is expected of them in their job functions.
Step 2	Setup - Performance Parameters:
	Talent Management>>Appraisals>>Appraisal Setup
	Ratings	Define the Rating Standards and associated Points (lowest to highest) e.g. Excellent = 100; Poor = 10 How do I set up Rating Standards?
	Overall Rating	For each Rating Standard, enter a user-defined Rating Band to define the company’s overall rating system e.g. Excellent 81- 100; Poor 1-10. How do I set up the Overall Rating used by my company?
	Appraisal Options	Indicate whether Job Goals or the Goals Module or both modules are being used for a selected Company and Staff Type. The Staff Type* field can be left blank.* Note that the above restrictions (Company and Staff Type) impact on the appraisal form as the system will filter employees based on the selection. The system will retrieve the respective goals, based on your selection, onto the appraisal form. How do I indicate which Goal Option is being used?
	Appraisal Type Weight	Define the Weight (%) of each of the Job Appraisal criteria: Job Goals, Primary Responsibilities, Job Competencies.

Step	Description
		The total percentage must equal 100. How do I set the Weight for each Appraisal Type?
	Flagged Ratings	Flagged ratings in an appraisal context refer to performance ratings that have been highlighted, marked, or identified for special attention due to their exceptional or concerning nature. How do I set Flagged Ratings?
Step 3	Setup - Event Types:
	System Configurations>>Event Types>>Employee Appraisals
	Event Types	Ensure the following events are set to Show and that both HR Module and MSS Module( to ensure that managers can oversee the appraisals of their direct reports) are checked: Employee Appraisals. Goal Setting. The Goal Setting event allows you to duplicate goals. How do I set the Employee Appraisals event type to be visible?
Step 4	Setup - HR Events:
	Talent Management>>HR Events>>HR Admins Talent Management>>HR Events>>Notifications
	HR Admins	Define the HR employees designated as HR Administrators. These are the employees who have overall responsibility for the appraisal and goal setting events. How do I set up HR Administrators?
	Notifications	For the Employee Appraisals event, define the timeframe for reminders for each default status (Approaching Due Date, Archived, Cancelled, Completed, Started, Not Started, Normal, Post Due Date). The system will send reminders/notifications to the employee’s Inbox based on the status of the appraisal event. How do I set up Notifications? The same applies for reminders for the Goal Setting event.
	HR Admin setup Employee Appraisal	The Employee Appraisal event allows appraisees/appraisers to conduct appraisals. HR has the responsibility of setting up the event.

Step	Description
	Event	As an HR Admin, How do I set up the Employee Appraisal Event?
	Duplicate Goals	Goals are then duplicated and dates edited. For example, you may wish to bring forward unaccomplished goals from the previous year for completion in the current year. As such, the system will duplicate the goals and you can change the dates as required. The goals will then be available via the Goals module or via Job Goals. How do I duplicate goals to be used in the appraisal process? The Appraisal can then be created and goals selected as necessary.
Step 5	Conducting an Appraisal:
	Talent Management>>HR Events>>Manage Events>>Events>>[+] Home>>My Profile>>Reviews User Self Service>>Manager>>Talent>>Performance Appraisals Talent Management>>Appraisals>>Performance Reviews>>[double click record] Talent Management>>Manage Events>>Archived Events Talent Management>>Appraisals>>Performance Reviews>>[Select Company]>>[+]>>[double click on Appraisal record]
	Performance Review	The Appraisal should be completed by the following persons: Manager: User Self Service>>Manager>>Talent>>Performance Review Employee: Home>>Intranet>>My Profile>>My Reviews HR: Talent Management>>Appraisals>>Performance Review On logon, each of the above will receive system notifications in their Inbox re the appraisal and can double-click on the event to complete the form. Alternately, they can navigate to the respective path to complete the form. The appraisal form is the same for each but the fields for employee, manager and HR data entry will be displayed based on who is doing the appraisal.
	Access the Appraisal form	For HR, filter by Company (and entity (Division, Department, Section) if required) to view the HR Events. Filter again or Search by Employee Appraisals event type to view the appraisal events. Expand a record to view the employees to be appraised. Double-click on the employee you wish to appraise. For Managers, filter or Search by Employee Appraisals event type to view the appraisal events. Expand a record to view the employees to be appraised. Double-click on the employee you wish to appraise. Managers will only see the employees who directly report to them.

Step	Description
		A direct search by employee can also be done. For Employees, double-click on the Appraisal event to complete the appraisal.
	Create Appraisal	Once the Employee Appraisals event has been set up, expand the record to access the Send Appraisal Form button. Click the Send Appraisal Form button to create the appraisal form via two (2) simple steps. You will be prompted to check which Appraisal Types (Competencies, Primary Responsibilities, Goals) you wish to use and the period of the appraisal. The Appraisal form will be displayed. The Competencies, Primary Responsibilities and Goals will be ‘pulled from’ the employee’s job profile. Fields for Employee Rating and Manager Rating together with Comments fields for HR, Manager and Employee will be displayed on the form. How do I create the Appraisal form?
	The Appraisal Form	Based on the employee’s job, the Appraisal form will display the Appraisal Types as so indicated. If necessary, the user can edit: Competency: the descriptions of the Competency Level and Competency Standard. Primary Responsibility: the Task Description. Goals: the Goal Description and Goal Standard. The Weight of each type will also be displayed. Click the Add More Goals, Add More Competencies, Add More Primary Responsibilities buttons to include additional appraisal types. Add/Delete More Competencies/Goals/Primary Responsibilities Employee Rating/Manager Rating: the following rating scales will be displayed for selection: Competency: the Competency Standard and respective Points. If Single Competency Level is being used, then the appraisal Ratings will be displayed. Primary Responsibility: the task Standards and respective Points. Goals: the Goal Standards and respective Points. Comments: fields for comments by HR, Manager and Employee.
	Conduct the Appraisal	The manager rates the employee by selecting a Rating from the respective rating scales for each appraisal type. The manager comments on the employee’s Overall Performance and includes any Developmental Issues.

Step	Description
		The employee rates himself/herself by selecting a Rating from the respective rating scales for each appraisal type. This rating has no impact on the employee’s overall score – it is simply for record-keeping. The employee makes his/her Comments. HR includes their Comments on the employee’s performance. Any party (HR, Employee, Manager) may click the Save Comments button to complete the appraisal at a later date. The Manager or HR can indicate the Status of the appraisal. If Completed or Archived with a corresponding date, then the form cannot be altered – no changes can be made. How do I conduct the Appraisal - as an Employee? How do I conduct the Appraisal - as a Manager? How do I conduct the Appraisal - as HR?
	Appraisal Calculations	The Appraisal calculations are system-generated and cannot be changed: Employee Score = *Weight Manager Score** = Employee Score (for each appraisal type record) Total Score = Sum of Employee Score Adjusted Score = Sum of Employee Sore * Appraisal Type Weight (Competencies, Goals, Primary Responsibilities) Final Total Score = Sum of Adjusted Scores. Overall Rating = system-generated based on the Final Total Score and ‘pulled’ from Overall Rating. How are the Appraisal scores calculated?
	Complete/ Archive Appraisals	If either Archived or Completed is selected, then no more changes can be made to the appraisal form. Archived appraisals can be accessed via HR Events>>Manage Events>>Archived Events. How do I complete or archive an appraisal? How do I view an archived or completed appraisal?
	Print Appraisals	A copy of the appraisal can be printed via the Print Appraisal button for record-keeping purposes. How do I print an appraisal?

‌Glossary of Appraisal Terms

Appraisal Event: A scheduled occurrence or process during which an employee's performance and achievements are assessed and evaluated to determine their progress and contributions within a specified time period.

Appraisal Notifications: Notifications sent to employees and managers to inform them about upcoming or completed appraisal events, reminding them to engage in the appraisal process.

Appraisal Type Weight: The assigned importance or significance given to different types of appraisals within a performance evaluation process, indicating how much each type contributes to the overall assessment.

Appraisal/Goal Options: The various categories, criteria, or objectives against which an employee's performance is measured during an appraisal process. These options help define the scope of assessment.

Competency: A specific skill, knowledge, ability, or behavior that an individual should possess to perform their job effectively and contribute to the success of their organization.

Competency Level: A scale that defines the proficiency or mastery of a particular competency, often ranging from basic to advanced levels, to determine an employee's skill level.

Competency Standard: A set of clear and specific guidelines or criteria that describe what is expected in terms of performance for a particular competency within an organization.

Competency Weight: The degree of importance assigned to a competency, among other competencies linked to a specific job, when calculating an employee's overall performance score. Some competencies may carry more weight than others, reflecting their significance in the role.

Employee Appraisal: An assessment of an employee's job performance, accomplishments, strengths, and areas for improvement, usually conducted by their manager or supervisor.

Flagged Ratings: Ratings that have been marked or identified for special attention due to their exceptional or concerning nature during the appraisal process.

HR Admins: Human Resources Administrators, individuals responsible for managing and overseeing various HR processes, including employee appraisals, within an organization.

Job Goals: Specific objectives, targets, or tasks that an employee is expected to achieve as part of their role, often set collaboratively between the employee and their manager.

Overall Rating: A consolidated score or assessment given to an employee after considering various performance factors and criteria, providing a comprehensive view of their job performance.

Primary Responsibilities: The core duties and tasks that constitute the primary focus of an employee's role within the organization.

Rating Band: A range of scores or values that correspond to different performance levels, often used to categorize an employee's performance outcome (e.g., excellent, satisfactory, needs improvement).

Rating Standard: Clear guidelines or descriptions that define each performance level within a rating scale, helping ensure consistency in evaluating employees. This is used to define the Competency Standards.

Responsibility(Task) Standards: Defined criteria that outline the expected behaviors, actions, and outcomes associated with specific responsibilities within an employee's role.

Responsibility Weight: The significance attributed to different responsibilities, among the responsibilities linked to a specific job, when assessing an employee's overall performance, indicating their relative importance.

Restrict Ratings: A feature which can be enabled/disabled to control whether ratings can be user defined or must be selected from a pre-defined drop down list during the appraisal process to ensure accuracy.

Self-Appraisal: A component of the appraisal process where employees assess and reflect upon their own performance, accomplishments, and areas for development before meeting with their manager for the official appraisal discussion.



Talent Management>>HR Events>>Manage Events>>[Select

Event]>>[+]>>Temporary>>[Select Employee]>>Send Appraisal Form

Talent Management>>HR Events>>Manage Events>>[Select Event]>>[+]>>Temporary>>Send Appraisal Form to All Employees

‌How to Create the Appraisal Form‌

Creating the Appraisal Form

In HRplus, the creation of appraisal forms is handled by HR or managers. Appraisal forms can be reviewed and customized by HR or managers before the appraisal process begins. This allows the refining of each appraisal form by adjusting competencies, goals, and responsibilities specific to the employee before sending it for their review.

This flexibility ensures that the appraisal accurately reflects the employee's specific job role and performance areas, allowing for a personalized evaluation process for each staff member. By tailoring the appraisal forms to the individual's responsibilities, managers can assess performance more effectively, making the appraisal process more relevant and targeted to each employee’s contribution and development needs.

Once the forms are generated, both the employee and their direct supervisor can access them to conduct the appraisal. Employees have the ability to agree or disagree with the appraisal feedback, fostering open communication. Managers receive feedback notifications and can complete the appraisal immediately or revisit it later for finalization. All appraisal types—Competencies, Goals, and Primary Responsibilities—are clearly displayed for evaluation, streamlining the appraisal process.

‌Step 1: Enable/Disable Employee Appraisal Confirmation Option

This feature allows employees to agree/disagree to appraisal feedback. Feedback notifications will also be sent to managers.



System Configurations>>Feature Management>>Employee Appraisals Confirmation Option



HOME>>My Profile>>My Reviews>>Appraisal Details



Note: If enabled, the Employee Appraisals Confirmation Option would not be accessible for

selection if any Manager Rating is zero.



Person Responsible: This is usually the employee’s direct supervisor - set up via Personnel>>Position>>Reporting Relationships>>Supervisor for an Employee. If this field is blank

then the appraisal form will only be created for the employee.

‌Step 2: Edit the Appraisal Form.

The form can be edited to add/delete Competencies, Goals and Primary Responsibilities. The manager can complete the form at this time or may close the form (x out the tab) and come back to do the review at another time: How do I conduct the Appraisal - as a Manager?

Note: The feature Employee Appraisal Confirmation Option is disabled for this demonstration.

‌Step 3: Send Appraisal Form

Having previously created the Employee Appraisals event, click the Send Appraisal Form button: How do I set up the Employee Appraisal HR Event?

‌Step 4: View the Appraisal Form

The system will refresh the Employee Appraisal records to display the employees who were sent their Appraisal Forms under the Normal Unarchived table. The manager can click this button to display the form and complete the appraisal.



The system will display the appraisal form in a new tab, showing the appraisal types (Competencies,

Goals, Primary Responsibilities) you selected:

‌Step 4.1: Manager View of the Appraisal Form



User Self Service>>Manager>>Talent>>Appraisals>>[Select Event]>>[+]>>{Select

Employee]>>Create Appraisal

‌How to Create Each Employee's Appraisal Form as a Manager

Create Appraisal

Creating the Appraisal forms is the responsibility of HR and/or Managers. Once the forms are created, both the Employee and the Employee's Direct Supervisor (Person Responsible), on logon, will be able to view the form to conduct the appraisal.

‌Step 1: Select the Event and Employee

‌Step 2: Complete the Appraisal Form Wizard

The appraisal form wizard allows the manager to choose which appraisal items to include on the form and update the start/end dates.



The form can be edited to add/delete Competencies, Goals and Primary Responsibilities.



The manager can complete the form at this time or may close the form (x out the tab) and come back

to do the review at another time.



The Appraisal Form can be completed by the manager and employee.

‌Step 3: View Appraisal Details



Talent Management>>HR Events>>Manage Events>>Events>>[Select

Event]>>[+]>>Temporary>>[Select Employee]>>Appraisal Details

‌How to I Add/Delete Appraisal Types to an Appraisal Form‌

Add/Delete Competencies, Goals or Primary Responsibilities

When setting up the appraisal form, the Goals, Primary Responsibilities (Tasks) and Competencies that are linked to the employee’s Job, will be retrieved and displayed on the form.

The specific employee may not have worked on all the job goals or performed all the tasks or possess all the competencies. Therefore, you are allowed to add/delete competencies/goals/primary responsibilities as needed to make the appraisal form specific to the employee:

‌Add/Delete Appraisal Types on the Appraisal Form



The records (Competencies, Primary Responsibilities, Goals) for selection are filtered by

Company and Job as set up via Personnel>>Setup>>Organisation>>Organisation Setup>>Structure>>Jobs [expand]>>Job Competencies/Primary Responsibilities/Job Goals.



Managers/HR can add/delete as many competencies, primary responsibilities, goals to the appraisal

form as desired.



The employee’s competencies and/or competency level (Personnel>>Employees [search for employee record]>>Toggle Additional Details) are updated once competency records are

added/edited/deleted to the appraisal form as shown below:



Home>>Appraisal Notification

Home>>My Profile>>Reviews>>[Appraisal Details]

‌Appraisals: How do I conduct a Self-Appraisal?‌

Conducting the Appraisal as an Employee

As an employee conducting your appraisal, you can enter your ratings and comments in the designated fields. However, you cannot modify the ratings or comments provided by your manager or HR— the system restricts your input to specific fields. Once you move to the next field, your entries are automatically saved, ensuring a seamless and efficient process.

‌Step 1: View Appraisal Notification

The employee can click the event name hyperlink to open the Appraisal in a new tab. Or go to My Reviews.

‌Step 2: View Employee Appraisal Event in My Reviews‌

‌Step 3: View and Complete the Appraisal Form

 • My Rating/Comments: Employees may rate themselves and enter Comments.

Comments History: Click this button to view a history of all comments among the Employee, Manager and HR.



No score is calculated based on the employee’s ratings.



Home>>Appraisal Notification

User Self Service>>Manager>>Talent>>Appraisals

‌How do I conduct the Appraisal - as a Manager?‌

Conducting the Appraisal as a Manager

Managers have the flexibility to complete an employee's appraisal either before or after the employee has submitted their self-assessment. Regardless of the order, the system retains a detailed history of all comments and ratings provided by both parties. However, it is the manager's ratings that are primarily used to calculate the final performance score, in accordance with company policy. This ensures that while employees' input is valued, the overall evaluation is guided by the manager’s assessment to maintain consistency and alignment with organizational performance standards.

‌Step 1: View Employee Appraisal Notification

The Manager can click the event name hyperlink to open the Appraisal Form in a new tab or View Employee Appraisal Event in Manager Self Service.

‌Step 2: View Employee Appraisal Event in Manager Self Service‌

Expand the Appraisal event to view the Appraisal records - the manger can only view the appraisals of his/her direct reports.

‌Step 3: View the Employee Appraisal Form

Any Comments made by the employee will be displayed. The Manager may edit the form to add/delete competencies etc.

‌Step 4: Review and Complete the Employee Appraisal

The Manager enters his/her Rating and Comments for the various Appraisal types.

‌Step 5: View the Completed Appraisal Form

The system will calculate the employee's score based on the manager's ratings.

‌How are the Appraisal scores calculated?‌

Appraisal scores are calculated by the system when the manager enters his/her ratings - employee scores are not considered and HR can only enter comments. The scores are displayed in real-time.

Each time a rating is entered, the system updates the calculations. The calculations are done in decimal and rounded to 2 decimal places:



Weight (of Type): this is set up via the following:

Personnel>>Setup>>Organisation Setup>>Structure>>Jobs [expand Job]>>Job Competencies

Personnel>>Setup>>Organisation Setup>>Structure>>Jobs [expand Job]>>Primary Responsibilities
Personnel>>Setup>>Organisation Setup>>Structure>>Jobs [expand Job]>>Job Goals
Talent Management>>Goals>>Goal Details
Proportional Weight (the sum of the 3 appraisal types MUST total 100): set up via:
Appraisals>>Performance Setup>>Appraisal Type Weight

Overall Rating: The system will display this value based on the Final Total Score and the Rating Band set up via Talent Management>>Appraisals>>Performance Setup>>Overall Rating. This value cannot be edited by the user.



Talent Management>>Appraisals>>Performance Appraisals>>[Select

Employee]>>[+]>>Appraisal Details

‌How do I complete or archive an appraisal?‌

Completed or Archived

Set the Status of the appraisal to Completed OR Archived.

‌Completed or Archived Appraisal



The system will display the current date as the date of the Status change.



Archived and/or Completed appraisals CANNOT be edited!



Home>>My Profile>>My Reviews>>Appraisal Details>>Print Appraisal

User Self Service>>Manager>>Talent>>Appraisals>>[Select Event]>>[+]>>Appraisal Details>>Print Appraisal

Talent Management>>Appraisals>>Performance Appraisals>>[Select Employee]>>[+]>>Appraisal Details>>Print Appraisal

Talent Management>>HR Events>>Manage Events>>Events>>[Select Event]>>[+]>>Temporary>>[Select Employee]>>Appraisal Details>>Print Appraisal

‌Appraisals: How do I print an appraisal?‌

Print Appraisal

A copy of the appraisal can be printed via the Print Appraisal button for record-keeping purposes.



Print the appraisal form for your records.

‌Print An Appraisal



Home>>My Profile>>My Reviews>>Appraisal Details>>Print Appraisal

User Self Service>>Manager>>Talent>>Appraisals>>[Select Event]>>[+]>>Appraisal Details>>Print Appraisal

Talent Management>>Appraisals>>Performance Appraisals>>[Select Employee]>>[+]>>Appraisal Details>>Print Appraisal

Talent Management>>HR Events>>Manage Events>>Events>>[Select Event]>>[+]>>Temporary>>[Select Employee]>>Appraisal Details>>Print Appraisal

‌Appraisals: How do I print an appraisal?

Print Appraisal

A copy of the appraisal can be printed via the Print Appraisal button for record-keeping purposes.



Print the appraisal form for your records.

‌Print An Appraisal



User Self Service>>Manager>>Employees>>[Select Employee]>>Historical Appraisal

‌As a manager, how do I upload Historical Appraisals

Historical Appraisals

The Manager can now upload Historical Appraisals. A report, Historical Appraisal, is available via Personnel>>Personnel>>Reports>>Employee Reports>>Historical Appraisal.

‌Step 1: Search for an Employee

‌Step 2: Enter a Historical Appraisal

‌Step 3: Upload the Historical Appraisal File

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Manager Self-Service (Talent: Appraisals)

Manager Self-Service (Talent: Appraisals)

‌MSS Talent: Appraisals

‌Overview of the Appraisal Module

‌A Guide to Using the Appraisal Module

‌Glossary of Appraisal Terms

‌How to Create the Appraisal Form‌

‌Step 1: Enable/Disable Employee Appraisal Confirmation Option

‌Step 2: Edit the Appraisal Form.

‌Step 3: Send Appraisal Form

‌Step 4: View the Appraisal Form

‌Step 4.1: Manager View of the Appraisal Form

‌How to Create Each Employee's Appraisal Form as a Manager

‌Step 1: Select the Event and Employee

‌Step 2: Complete the Appraisal Form Wizard

‌Step 3: View Appraisal Details

‌How to I Add/Delete Appraisal Types to an Appraisal Form‌

‌Add/Delete Appraisal Types on the Appraisal Form

‌Appraisals: How do I conduct a Self-Appraisal?‌

‌Step 1: View Appraisal Notification

‌Step 2: View Employee Appraisal Event in My Reviews‌

‌Step 3: View and Complete the Appraisal Form

‌How do I conduct the Appraisal - as a Manager?‌

‌Step 1: View Employee Appraisal Notification

‌Step 2: View Employee Appraisal Event in Manager Self Service‌

‌Step 3: View the Employee Appraisal Form

‌Step 4: Review and Complete the Employee Appraisal

‌Step 5: View the Completed Appraisal Form

‌How are the Appraisal scores calculated?‌

‌How do I complete or archive an appraisal?‌

‌Completed or Archived Appraisal

‌Appraisals: How do I print an appraisal?‌

‌Print An Appraisal

‌Appraisals: How do I print an appraisal?

‌Print An Appraisal

‌As a manager, how do I upload Historical Appraisals

‌Step 1: Search for an Employee

‌Step 2: Enter a Historical Appraisal

‌Step 3: Upload the Historical Appraisal File

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Manager Self-Service (Talent: Goals)

Manager Self-Service (Talent: 360 Multi Rater)

‌Manager Self-Service (FAQs)

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Manager Self-Service (‌Introduction and Key Concepts, Glossary and Updates)