FAQs for Administrators

#####The **What is the Performance Management module?** The **Performance Management** module is used to manage employee performance agreements, goal setting, check-ins, reviews, ratings, and development planning. It helpsallows organisations defineto monitor employee performance expectations,against monitorset progress,objectives, evaluateprovide results,structured feedback, and supportmaintain employeeformal developmentperformance through structured review cycles.records.

##### **How do I activate the Performance Management module?** To activate the module: - Navigate to **Setup and Configuration**Configuration - Open **Ruleset Setup**Setup - Select the relevant ruleset - Open the **Products**Products tab - Select the **Performance Management**Management product card - Toggle the product status to **Active**Active Once activated, the module becomes available for configuration.setup.

##### **Why can users not see the Performance Management menu?** There are several possible reasons: - The moduleproduct has not been activated - The system menu item ishas disablednot been enabled - User permissions are restricted - The user is not assignedlinked to the correctwrong ruleset Ensure both the product and system menu item are active.

#####A **What is a review setup?** A **review setup**setup defines the structurestructure, settings, and rules of the performance review process. It determines:controls: - Review workflowworkflows - Rating permissions - Approval requirements - Employee participation - Performance agreement structure - Section configuration EachA review yearsetup isforms builtthe onfoundation aof reviewthe setup.performance cycle.

#####A **What is a review year?** A **review year**year represents a full performance cycle for a specific year. It contains the review periods, surveys, timelines, and reviewperformance phasesagreements that employees and managers will followused during the performancethat cycle.

##### **What is dual participation?** Dual participation allows both the employeeemployees and the managermanagers to participate electronically in the performance review process. WhenThis enabled:includes: - Employees can create or contribute toCreating agreements - EmployeesSetting canobjectives complete- Completing self-ratings - Managers can submitCompleting manager ratings - FinalApproving final ratings may require approval from both parties WhenIf disabled, only themanagers managerparticipate actively manages ratings and approvals.electronically.

##### **What are perspectives?** Perspectives are the highest level of categorisation withinin a performance agreement. When enabled, **Key Performance Areas (KPAs)** are grouped under perspectives before KPIs are added.perspectives. When disabled, KPAs can be added directly without perspective grouping.

##### **What is a review period?** A review period is a weighted performance evaluation periodphase within thea performancereview cycle. Examples include: - QuarterQuarterly 1reviews - Mid-year reviewreviews - Annual reviewreviews MultipleEach review periodsperiod cancontributes beto configuredthe withinoverall aperformance review year.score.

##### **What is a review survey?** A review survey is an evaluation formtool used during the performance reviewreviews. process.It Review surveys canmay include: - Survey questions - Weightings - Scores - WeightingsMandatory - Commentscomments - Revised scores TheseSurvey surveysresults contribute to the overall performance rating.

##### **Can managers edit review survey scores?** Yes, if the relevant setting is enabled in the review setup. When enabled, managers may update survey scores. Employees can still view the scores. If disabled, scores cannot be changed after submission.outcome.

##### **What sections canin a performance agreementagreement? include?**

A performance agreement canmay include the following sections:include: - Primary Goals - Stretch Goals - Values and Behaviours - Leadership Behaviours - Key Competencies - Action Plan Only **Primary Goals**Goals isare mandatory by default.

##### **What are Primary Goals?** Primary Goals representare the core performance expectations of aan employee’s role. They define the essential outputsresponsibilities and responsibilitiesoutputs required for effective job performance. This section is always enabled.

##### **What are Stretch Goals?** Stretch Goals are optional, ambitious goalsobjectives linkeddesigned to innovation,push transformation, or strategic growth. They usually goperformance beyond routine jobexpectations. responsibilitiesThey andare encourageoften higher-levellinked performance.to: - Innovation - Strategic growth - Transformation - Long-term development

##### **What are Values and Behaviours?** This section evaluates *how*how employees achieve results. It focuses on behaviouralworkplace expectationsbehaviours such as: - Professionalism - Collaboration - IntegrityTeamwork - Accountability - Communication It- Integrity This complements goal-based performance measurement.

##### **What are Leadership Behaviours?** Leadership Behaviours measure leadership effectiveness and influence. This section is especially useful for senior roles and may evaluate: - Strategic thinking - Decision-making - Team leadership - Strategic thinking - Coaching - Governance It is especially relevant for senior roles.

##### **What are Key Competencies?** Key Competencies evaluatemeasure the skills and capabilities that enablesupport strong performance. Examples include: - Problem solving - Communication - Innovation - Technical expertise - Decision-makingCritical Competenciesthinking These measure capability, not onlyjust results.

#####An **WhatAction Plan is anused Actionto Plan?**address Anperformance Actiongaps, Planrisks, or development needs. It links developmentperformance activitiesfeedback to performance gaps or improvement opportunities. It transforms the performance agreement into a development tool by ensuringconcrete improvement actions areand tracked.development planning.

#####This **Why am I getting a section weight error?** Thiserror usually happensoccurs when the combined sectionweights weightsof all active sections do not equal **100%**. AllBefore saving, ensure all enabled performance agreement sections must collectively total exactly 100%. Adjust the section weights before saving.

##### **What is interpolation?** Interpolation maps actual KPI values to a performance rating scale. For example,numerical if a KPI target is numerical,KPIs, the system usesautomatically the enteredconverts actual valuevalues tointo calculateratings thebased correspondingon ratingpredefined automatically.ranges.

##### **Can non-managers rate employees?** Yes, if **Allow Non-Manager Ratings**Ratings is enabled. SelectedThis allows selected individuals othersuch thanas thepeers manageror mayproject rateleads employeesto atprovide KPIKPI-level level.ratings. This is useful for: - Peer reviews - 360-degree feedback - Peer reviews - Project-based evaluations - Cross-functional assessmentsevaluations

##### **Can non-manager evaluations be anonymous?** Yes. The system supports several anonymity options: - Fully anonymous - Anonymous to manageremployees and employeeonly - Anonymous comments only to employee - HideHidden evaluation summary from employee - Show ratings and comments anonymouslysummaries This supportshelps fairreduce and unbiased feedback collection.bias.

##### **What are locked agreements?** Locked agreements prevent managers and employees from editing performance agreements. When enabled: - Agreements remain viewable - Editing is disabled - ChangesFinalised requirerecords administratorremain interventionprotected This helpspreserves protectdata finalised agreements.integrity.

##### **What is auto-Auto-copy of objectives?** Auto-copyobjectives automatically copies objectives from the previous review period into the next review period.one. This savesreduces timeadministrative effort when objectives remain largely unchangedsimilar across review periods. The agreement status can also be copied.

##### **What are Performance Management Section Items?** These are master data items used in performance agreement sections. Examples include: - Values - Behaviour items - Leadership items - Competency items These itemsThey can be reused across templates and agreements.review setups.

##### **Why should I configure evaluation periods?** Evaluation periods define the official date range for performance reviews. They help control:manage: - StartReview dates - Endstart dates - Review timingend dates - Rating deadlines - Review schedules This ensures reviews happenremain withinaligned thewith intendedbusiness cycle.timelines.

##### **Why should I use templates?** Templates makehelp standardise and speed up performance agreement creation faster and more consistent.creation. Benefits include: - Standardised agreement structuresConsistency - Reduced administrativesetup workload - Faster setuptime - Easier scalingadministration across- teamsBetter scalability Templates are especially useful in large organisations.

##### **What are People Groups used for?** People Groups allow administrators to group employees based on: - Organisational units - Reporting lines - Custom conditions - Job roles These- groupsCustom helpcriteria assignThey simplify large-scale assignment of performance configurations efficiently.structures.

##### **What is the main responsibility of a Performance Management Administrator?** A Performance Management Administrator is responsible for configuring and maintaining the entire performance management environment. This includes: - Setting upManaging review cyclessetups - ManagingCreating templates - ConfiguringMaintaining master data - MaintainingConfiguring permissionssections and ratings - Monitoring reviewperformance progresscycles - Supporting managers and employees Their role ensures the performance process runs accuratelyefficiently and efficiently.accurately.