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. 
   
 
   
 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.