Settings Explained: Create or Edit Review Setup

A review setup defines the structure and rules governing the performance review process within an organisation. It determines how performance agreements function, specifying rating permissions, the level of the employee's involvement, and approval workflows.

Each menu item related to review setups will be covered and includes the following:

In the beginning, only the Details menu item is accessible when creating a review setup. However, once you have adjusted and saved the review setup settings, the other menu items will become available.

Let's examine each menu item more closely.

Details

The name, description, and configuration settings for the review setup can be edited on the Details screen.

GENERAL SETTINGS
SETTING NAME	MODE	DESCRIPTION
Dual participation – both the employee and the manager will participate electronically. If disabled, only the manager will participate electronically.		Either the manager or the employee can create the performance agreement. The setting and rating of objectives requires the employee's participation.   Also activates the Dual Participation settings (see below).
		The manager can create and approve the performance agreement and rate the objectives without the employee's participation. The employee will be allowed to view the agreement.   Also deactivates the Dual Participation settings (see below).
Allow perspectives.		Allows perspectives as the highest level of categorisation. KPAs will be added to perspectives when creating performance agreements.
		Perspectives are not required for performance agreements, so KPAs can be added directlywhendirectly when creating performance agreements.
Allow the manager to edit the review survey scores.		A manager will be able to update the review survey scores. Employees will be able to view the scores.
		The review survey scores cannot be edited. Employees and managers can see the scores.
Show the Timelinetimeline to Managerthe manager and Employeesemployees on the Performance Management Dashboarddashboard.		The timeline will display on the Performance Management Dashboard.dashboard.
		The timeline will not display on the Performance Management Dashboard.dashboard.
The next Reviewreview Periodperiod can only start when the previous one has been completed.		Forces the one review period to be completed before the next one can start. Thus, if you have two review periods, the first must be finalised before you can start the second.
		Both review periods can be started in any order if the phases are open.
Hide Scoresscores and Weightsweights during Ratingthe PhaseRatings phase.		Instead of thedisplaying scores displaying,scores, the labels will be added to the rating scales.
		The normalscores scoreand weights will be displayed.
Allow excluding Reviewreview Itemsitems.		The Review Itemsitems can be excluded from the Overalloverall Finalfinal Scorescore.
		All Reviewreview Itemsitems are included in the Overalloverall Finalfinal Scorescore.
Auto-copy the objectives from the previous Reviewreview Periodperiod in the same year. The agreement status will also be copied (e.g., Approved or In Progress).

The objectives from the immediately preceding review period's agreement are automatically copied, without needing to select the contract.

The status of the contract will also be copied (e.g., Approved or In Progress).

 

The objective

If settingsno fromimmediately preceding agreement is available, the previous review period will be automatically copied as well as the status. The pop-up willmenu asks how the contract should be created. In this instance, it does not show when clicking oncopy the startcontract button.state.

The pop-up tomenu select howwith the agreement shouldcreation options will appear. Objectives from the previous review period's agreement will not be created are shown. copied. When copying from another contract,agreement, use the section weights from the copied contractagreement insteadrather than those of the sectionreview weights from the Review Setup.setup. The rest of the structure is copied from the Reviewreview Setupsetup's configuration.

Allow other people (apartother fromthan the manager) to also rate a person onat the lowest level (Example:e.g., KPI level). The ability to select people to evaluate on a specific KPI is made available People cannot evaluate on a KPI Lock agreements for managers and employeesemployees.

Allow Interpolationinterpolation

Allow toadding addof a Trainingtraining Interventionintervention to PDP (Whenwhen adding a new action plan).

DUAL PARTICIPATION SETTINGS

SETTING NAME

MODE

DESCRIPTION

PersonThe person's Self-Rating and Manager Rating must be approved before the Final Rating can be completedcompleted.

Show the person's approved Self-Rating to the manager only once the manager has approved the Manager RatingRating.

Show the person's approved Self-Rating to managerthe manager, regardless of the Manager Rating approval statusstatus.

Show the Manager Rating to the person only once the Final Rating has been approved.

The Manager Rating and the Final Rating can be completed simultaneously (the Final Rating can only be approved once the personperson's Self-Rating has been approved).

Only show the Final Rating column,column and hide the Manager Rating column


column.

ALLOW NON-MANAGER RATINGS SETTINGS

SETTING NAME

MODE

DESCRIPTION

Allow Anonymousanonymous Evaluationsevaluations

Show the results anonymously (Managerthe manager and Employeeemployee will not see who submitted the ratings).

Show the results anonymously only to the Employeeemployee (Managerthe manager will see who submitted the ratings, but not the Employee)employee).

Hide the evaluation summary page from employees.

Show the comments and ratings anonymously (the manager and employee will see the ratings and comments submitted).

LOCKED AGREEMENTS SETTINGS

SETTING NAME

MODE

DESCRIPTION

Always


Only when created via a performance management API (when created manually, this rule will not apply).