Performance Appraisal Forms: from Paper to Screen (Part 3)

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Following on from Part 2, this is a look into the process of moving a customer’s existing paper-based performance appraisal form into an electronic format, and the benefits that are associated with doing so.

Please state your objective…

Setting and reviewing objectives is a key phase of any performance review. Many customers find it useful to have some continuity on long-term objectives, revisiting those that were set in the previous appraisal.
In a paper-based workflow this would literally be a case of keeping the old form with the new one, and cross-referencing the relevant areas, or worse still, copying the objectives out onto the new form. Either approach is not user-friendly and saps time from the actual ‘meat’ of the process, reviewing and discussing the objectives themselves.
Electronically we can overcome these failings in several ways. Forms can be set up with the option of carrying over objectives of a particular type into the next annual appraisal form, or alternatively only incomplete objectives can be brought forward.
Either way, objectives can automatically be brought into a new performance review without any intervention by the appraisee or their manager, along with any accompanying notes or timescale information, allowing them to get on with the process itself.
Another option to encourage objectives from the appraisee is to set a minimum required number of objectives in each form. On paper, an instruction is possble, but online we can check and alert the appraisee if the mimum count is not met.

More to come soon.

Peter

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Performance Appraisal Forms: from Paper to Screen (Part 2)

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Following on from Part 1, this is a look into the process of moving a customer’s existing paper-based performance appraisal form into an electronic format, and the benefits that are associated with doing so.

Comments?

Employee comments and feedback is what a performance appraisal is all about. A well laid-out form with clear instructions is vital to capturing people’s thoughts efficiently.
A paper-based form is often a compromise between getting enough information onto the page, and leaving enough space for the responses.
Thankfully, online we can forget about these limitations; the focus is primarily on presenting the questions so that they are given enough thought by the appraisee. A popular method of achieving this is to split the form into ‘chunks’ that display separately, meaning that the appraisee can focus fully on one area of the form before moving on to the next.
Additionally, we can display tips and help panels to jog the memory and inspire useful feedback, which again can change or appear/disappear depending on what section is being displayed.
Finally, and crucially, if a section of the form really must be filled in, we can specify required fields and prevent the appraisal from going any further until they’re completed.

More coming soon.

Peter

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Performance Appraisal Forms: from Paper to Screen (Part 1)

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Many of our customers use our software as a means of cutting out the proliferation of paper forms that go hand-in-hand with a manual performance appraisal process.

In this series of posts I’ll try to explain the steps we go through in moving a customer’s existing paper-based form into an electronic format, and the benefits that are associated with doing so.

Who are you?
This is the first question a paper form will commonly ask the appraisee; pre-printed forms tailored individually to an appraisee are very costly, so employees usually end up re-entering their own details onto the form, or their manager will do it on their behalf.

This need not be the case with an online performance appraisal. We are able to import employee data from many HR systems and/or user directories, allowing us to pre-populate a user’s appraisal form with all the relevant information. It’s a small detail, but not having to identify themselves to the company they work for makes the appraisee feel part of the process, let alone saving time that could be better spent elsewhere!

More to come soon.

Peter

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Keeping track of an annual performance review

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One of the key benefits in using an electronic performance review system is the ability to monitor progress quickly and accurately. As the information is all in a central database, a manager or adminstrator can run reports and see how things are going. This knowledge is vital in driving the process through to conclusion.
With this in mind, we have recently been taking steps to ensure that this information is as easy to access and relevant as possible. Rather than having to run a report on progress, we now offer the option of showing a ‘tree view’ of the organisation’s staff on the manager’s homepage.

Using the tree view, a manager can log in and see each member of staff who directly reports to them. Selecting a member of staff in the tree ‘expands’ their section to reveal the appraisal forms they have completed, and any subordinate staff who they have to appraise in turn. If a member of staff, and all of their reports, have completed the performance appraisal, the whole folder is highlighted in green.

This at-a-glance approach to progress monitoring means that your managers don’t have to dig through a report to see what the state of play is; the simple colour coding makes sure that nobody gets missed out. It also makes it easy to see the status of a large amount of staff very quickly.

Peter

 
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Questionnaire Management for 360 feedback

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Managing questionnaires for 360 degree appraisals is seen by some as an onerous task. In many cases, there are different questionnaires for each type of respondent (e.g. Self; Manager; Peer) but these questionnaires might only differ in phrasing or perspective, since they almost always follow the same competency framework. This flexibility can help to get the best responses, but takes its toll on the administrator!

To offer some assistance in this area we have recently launched a Questionnaire management control panel. This tool allows HR administrators to build questionnaires automatically from their core competency frameworks, then clone them and tailor to the desired respondent type. The questions will automatically be linked to the relevant competency area (and can be changed if required). Question type, pagination and informational text can all be controlled and updated in real time.

While less frequently edited, the framework itself can also be managed within the system; new frameworks can be created from scratch, or cloned from existing. Once the framework has been finalised it can be converted into a questionnaire (or a series of questionnaires) very easily.

Time taken perfecting a 360 feedback questionnaire will result in a product that is more relevant and meaningful to the respondents. Our control panel ensures that you can keep this time to a minimum.

Peter

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