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The Performance Management Process

This module does not only allow for small transactional operations. It supports a full Performance Management process, or life cycle. Three roles play an active part in the process namely:

  • the employee,
  • his/her performance manager,
  • and the Performance Administrator.

Typical timelines for a 12-month performance process are shown in the diagram below. Note in this example the performance year runs from July to June.

 

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Going into a bit more detail, the review periods and their phases can be illustrated as follows, again for a typical 12-month performance cycle having 2 review periods.

Employees start setting their performance objectives (called contracting) in the beginning of the performance year.

When the objectives have been approved by a manager, the manager and employee can start to collaborate via the Check-in functionality.

When the review/rating phase starts, the check-ins are locked - only allowing access for the reviews.

Going into the year's second review period, a brief re-contracting is done to confirm the existing objectives.

Again, the process is supported by the check-in functionality.

And followed by the final, or second review phase.

Optionally, a value survey could be run concurrently with the second review period.

 

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