Welcome to the guide on setting up Performance Management in Bayzat's Onboarding Spreadsheet. This article will take you through the steps of establishing the key components of your performance review cycle. Implementing this process is essential for evaluating and enhancing performance within your organization.
Policy Info Configuration
Establishing the Cycle Name
- Importance: Differentiates between various cycles within your organization, ensuring clarity.
Duration of the Cycle
- Flexibility: Choose a duration from 3 months up to 12 months.
- Strategic Alignment: Tailor the cycle to fit your organization's operations and strategic goals.
Identifying the Stage of Your Current Cycle
- Cycle Start Date: This is when the entire review cycle begins. If the current date is on or after this date, the cycle has started.
- Goal Setting Period: This is the timeframe during which goals can be created and assigned. If the current date falls within this range, you are in the goal-setting stage.
- Goal Approval Period: After goals are set, they need to be reviewed and approved by line managers or HR. If the current date is within this period, you are in the goal approval stage.
- Self-Evaluation: This is when employees reflect on their performance against their goals and complete their self-assessment. If the current date falls within this period, you are in the self-evaluation stage.
- Line Manager to Employee Review: During this time, line managers review their employees' performance based on the goals set earlier in the cycle. If the current date is within this period, you are in the manager review stage.
Goal Setting Phase
Role of HR and Performance Manager
- Default Authority: HR and Performance Managers have default permissions to set organizational goals.
- Line Managers: Typically have the ability to set goals for their direct reports. They can create, assign, and modify goals as part of the performance management process.
- Employees: Depending on the company's configuration settings, employees may also be able to set their own goals. They can propose goals which then need to be approved by their line managers.
Review Types Selection
- Self-Evaluation: Employees are responsible for conducting self-evaluations. They assess their own performance against the goals that were set at the beginning of the cycle.
- Line Manager to Employee Review: Line Managers conduct evaluations of their direct reports. They review the employee's performance against their goals and provide feedback and ratings.
Calibration of Reviews
- HR: HR personnel often oversee the calibration process to ensure fairness and consistency across all reviews. They can adjust ratings and provide final approvals.
- Line Managers: May also participate in calibration sessions, especially if they are reviewing multiple employees. They collaborate with HR to ensure that their evaluations are aligned with company standards.
Rating Setting
- Customizable Scale: Choose between a 3-point, 5-point, or 10-point scale.
- Tailoring Labels and Descriptions: Align the scale with your company's culture and performance criteria.
By carefully navigating through these stages, you establish a structured and effective performance management system. Each component, from the cycle name to the rating setting, guides both employees and managers in setting expectations, providing feedback, and driving performance growth.
For additional help and a comprehensive visual tutorial, please view our Performance Management Setup Tutorial Video. Our devoted implementation specialist team is also ready to offer tailored assistance, ensuring your Performance Management setup process is thorough and aligned with your organizational goals.