50% The Performance Management Dashboard - Functionalities and Layout

In previous pages we discussed some of the functionalities available to employees and managers but we focused specifically on creating a new performance contract.

On this page we will highlight a few additional functionalities and the general layout of the dashboard screen. In our discussion we will refer to the screen and pointers below.

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#1. Performance Years

At the top of the Performance Management Dashboard you will find a dropdown with the existing and previous performance years. The default value is the current performance year.  Page back to historical contracts by choosing the applicable performance year.

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#2. My Contract / My Team's Contracts

The toggle button is used to easily switch between your own performance contract, and those of your team - should you be managing a group of people.

 

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#3. The periods and phases in my contract

A contract is made up of contract items of which at least one is a review period (containing your performance objectives), and an optional component e.g. a Value Survey.

Each review period comprises two phases:  during the Objective Setting phase your agreement objectives are determined, and during the Rating phase the objectives are evaluated and scored or rated.

Optionally you may have access to a Check-ins in phase which allows employee and manager to do ad-hoc check-ins (informal evaluations) of the employee's progress in reaching the employee's objectives.

Furthermore, each review period and its phases are time-bound, as indicated by the Timeline.timeline.  Some may be available for access, some may still be locked, as indicated by their grey colour.

If an employee's contract contains more than one review period, the same phases will repeat for each review period.

The optional contract item, called Value Survey above, has only one phase.

 

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#4. My progress throughin the review periods

Together, the review periods in your performance contract form your performance agreement i.e. the agreement or consensus between you and your manager about your objectives for the year ahead.

Each review period goes through two formal stages (objective setting, and rating) with an optional check-in functionality or phase supporting them.  A review period's status or progress must be read with the official timelines in mind.  Hover on a review period's progress and date range bar to get the specific dates for a phase.

On the images above, note the following.

The instruction about your next step in a phase. Here are a few instructions from the perspective of an employee.

Start objective setting

Complete the setting of objectives and submit to your manager

User moved to Ratings/Check-Ins

Make frequent use of check-ins until you submit your self-rating

Rate yourself and submit the self-ratings to your manager

Complete your self-rating and submit to your manager

Arrange a meeting with your manager to discuss the final rating

 

The countdown to a deadline.  As you can see from the Timelines, each phase has a date range.  Usually a review period's phase is only open for changes while you are within the phase date range.  Before and after the date range a phase might be locked.

The action that corresponds with the suggested next step.  Here are some of the action buttons you can expect to see.

 

BUTTON	YOUR ACTION
	Click to create your performance contract.
	Click to open your agreement's review period and then either add or amend your objectives, and/or submit the objectives to your manager.
Check-In	Click to open the check-in functionality where you and your manager can evaluate your progress against your set objectives.  A check-in is a more informal evaluation of objectives with the aim of giving guidance before the formal review is done.
Rate	Click to open your review period and do a self-rating of your performance against each objective. Your self-ratings will become visible to your manager only once you submit the agreement.
View	The review period was finalised and closed out.  Click to view your manager's personal ratings as well as the final agreement ratings.

 

 

 

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#5. Actions available on a review period

 

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#6. What next?

 

 

 

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#7. Some things are locked - for now

 

 

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#8. In summary

 

 

 

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Every contract year is divided into steps or phases which have to be completed in a specific sequence.

The progress on each phase is shown by tick marks to indicate the step is in progress or is completed. If the Dual Approval setting is ON, there will be a column for the manager and employee.

The following additional Actions are available on the review periods:

More functions available on a contract are:

Click on the Start or Open button in the performance agreement table to start working with a specific review period.

 

Additional Actions

The following actions are available to users:

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If a performance contract exist, you will see its stages and phases presented at the bottom of the dashboard.

Look out for the following buttons which give an indication of your next action.

START - Starts the process of creating a new performance contract.

OPEN - Opens an assessment period. Make sure if you should be working in the first, second, third etc. assessment period.

CONTINUE - Continue and complete your objective setting phase, then submit it to your manager for finalisation.

LOCKED - This could mean the last person to have exited the contract, did not do so using the BACK TO DASHBOARD button, and in essence left the contract still locked to his/her account. You can wait an hour or so until the system automatically unlocks the contract, or you can call your manager asking them to again open the contract and exit using the BACK TO DASHBOARD button.

LOCKED - If a whole stage of a contract is locked, it might indicate that stage is not yet officially open. Perhaps because you have not yet complete the previous stage? Or because a company decision was taken to only open it at a certain date.

 

 

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