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5% The Performance Management Dashboard - for Managers

Every user forming part of the performance management process, gets access to their own Performance Management Dashboard.  If a person manages other users, or employees, the person fulfills the role of performance manager and gets access to a Performance Management Dashboard for managers.

The activities described below is from the viewpoint of a performance manager, assisting his/her employees during the performance management process. Except for the submission of objectives (done by an employee themselves) and the submission of self-rated objectives (also done by an employee), a performance manager has control over all aspects of an employee's performance contract.  If you are a performance manager, we therefore recommend also doing the section The Performance Management Dashboard for Employees.  On this page we will focus on the additional functionalities only.

 

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What can a manager do on the Performance Management Dashboard for Managers?

 

Manage his/her own performance contract (in their capacity as a regular user)

Manage the performance contracts of the manager's own, direct reporting lines.

Manage the performance contracts of ad-hoc groups of people - if assigned to this manager.

Create a new performance contract for his/her employees.

View existing and previous performance contracts of employees.

Determine the progress of a performance contract phase of an employee, and determine the next step.

Get overall progress stats for his/her department.

Print employee contracts.

Perform check-ins on employee performance agreement objectives. And view the reply from the employee.

 

#1 Switch between groups of people

A performance manager has access to his/her own performance management dashboard, similar to those of other users, as seen below.  However, a manager can also switch to a separate view which allows for the management of the performance contracts of other users. 

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  • At the top of the dashboard page, select the applicable performance year, then click the toggle button to switch to the contracts of that team.

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The view displays the regular performance cycle timeline, as well as a list of employees or users in the selected group.
Note that you could have access to 3 types of people or people groups via the toggle button.  Although the groups - and your responsibilities towards them - may differ, you have the same access (features and functionalities) to the individuals.

Your own performance contract

Employees reporting to you as their direct line or performance manager

Employees in other groups (e.g. Senior Management).  These do not necessarily report to you, but you might be responsible for their performance  management.

#2 Where should you focus?

 

Managing several employees, with contracts in various stages and phases of the performance management cycle, can be daunting.

We took the guessing out of the management by grouping the employees according to the following phases.  Just note the phases will repeat for each review period in the performance contract.

As manager, you can assist with every step, but, in the tabletables below we assume the employee will perform their tasks to the fullest.

 

These employees are in the Objective Setting phase:

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And this is what is supposed to happen:

NUMBER OF PEOPLE AND STATUS MESSAGEYOUR EMPLOYEE'S ACTIONS YOURTHE MANAGER'S ACTIONS

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  • Create their performance contracts.

  • Discuss and confirm their objectives with the manager

  • Load the objectives into the agreement.

  • Submit their agreement for your approval

 



  • Discuss and confirm the objectives with the employee.

  • Approve the agreement.
   
   

 

These

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employees

Clickare to openin the check-in functionality where youRating and your manager can evaluate your progress against your set objectives.Check-in  A check-in is a more informal evaluation of objectives with the aim of giving guidance before the formal review is done.

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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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 phase:

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 And this is what is supposed to happen:

EMPLOYEE'S ACTIONSTHE MANAGER'S ACTIONS
  • Reply and act on any check-in guidance the manager may have given.

  • Do a self-rating on their objectives.

  • Submit the self-ratings.
  • Do occasional check-ins on employee objectives, providing guidance as needed.

  • Do a personal rating of the employee's objectives.

  • Discuss the employee's self-rating versus your personal ratings, then provide the objectives' final ratings.

  • Approve the review period.
  • View the final ratings.
View the final ratings.

 

#3 Access the agreements of employees

 

 

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