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.

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.
Allow perspectives.		Perspectives are not required for performance agreements, so KPAs can be added directly 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.
Allow the manager to edit the review survey scores.		The review survey scores cannot be edited. Employees and managers can see the scores.
Show the timeline to the manager and employees on the Performance Management dashboard.		The timeline will display on the Performance Management dashboard.
		The timeline will not display on the Performance Management dashboard.
The next review period 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.
		Review periods can be started in any order if the phases are open.
Hide scores and weights during the Ratings phase.		Instead of displaying scores and weights, labels will be added to the rating scales.
Hide scores and weights during the Ratings phase.		The scores and weights will be displayed during the Ratings phase.
Allow excluding review items.		Review items can be excluded from the overall final score.
Allow excluding review items.		All review items are included in the overall final score.
Auto-copy the objectives from the previous review period 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 agreement. The agreement's status will also be copied (e.g., Approved or In Progress). If no immediately preceding agreement is available, the pop-up menu prompts you to create one. In this instance, it does not copy the agreement's status.
		The pop-up menu with the agreement creation options will appear. Objectives from the previous review period's agreement will not be copied.
When copying from another agreement, use the section weights from the copied agreement rather than those of the review setup. The rest of the structure is copied from the review setup's configuration.		The section weights from the copied agreement override the section weights configured in the review setup's settings.
		The copied agreement will inherit the section weights from the review setup's configuration.
Allow other people (other than the manager) to rate a person at the lowest level (e.g., KPI level).		Selected people (other than the manager) can evaluate a person on a specific KPI. Also activates the Allow Non-Manager Ratings* settings (see below).*
		Only the manager can rate a person at the KPI level. Also deactivates the Allow Non-Manager Ratings* settings (see below).*
Lock agreements for managers and employees.		Managers and employees can view agreements but not edit them. Also activates the Locked Agreements* settings (see below).*
Lock agreements for managers and employees.		Managers and employees can view and edit agreements. Also deactivates the Locked Agreements* settings (see below).*
Allow interpolation		Interpolation is used to map actual values to the rating scales of a KPI. Actual values are entered when rating a KPI, and these values are then mapped to give a rating. A rating can also be excluded.
Allow interpolation		Interpolation is switched off.
Allow adding of a training intervention to PDP (when adding a new action plan).		When adding an action plan to a performance agreement (if enabled), a training intervention can be added to PDP.
		Action plans are added to performance agreements without linking training interventions.
DUAL PARTICIPATION SETTINGS
SETTING NAME	MODE	DESCRIPTION
The person's Self-Rating and Manager Rating must be approved before the Final Rating can be completed.
Show the person's approved Self-Rating to the manager only once the manager has approved the Manager Rating.
Show the person's approved Self-Rating to the manager, regardless of the Manager Rating approval status.
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 person's Self-Rating has been approved).
Only show the Final Rating column and hide the Manager Rating column.
ALLOW NON-MANAGER RATINGS SETTINGS
SETTING NAME	MODE	DESCRIPTION
Allow anonymous evaluations
Show the results anonymously (the manager and employee will not see who submitted the ratings).
Show the results anonymously only to the employee (the manager will see who submitted the ratings, but not the 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).

Settings Explained: Create or Edit Review Setup

Details

GENERAL SETTINGS

DUAL PARTICIPATION SETTINGS

ALLOW NON-MANAGER RATINGS SETTINGS

LOCKED AGREEMENTS SETTINGS