A list of specific terms and their definitions used in the Performance module.
- Performance cycle: An organization conducts a performance cycle to evaluate its employees' performance. This cycle includes performance appraisal, feedback, goal setting, and development activities over a specific timeframe. It serves as a structured framework to effectively manage and elevate employee performance while ensuring that individual goals align with the organization’s goals.
- Performance template: The performance template is the questionnaire used to evaluate the employees’ performance. Admins can create customizable templates to fit the organization's goals, values, and specific evaluation criteria.
- Assignment date: The assignment date is when a performance review template is assigned to the employees.
- Template share: Template share is when a performance review template is shared with the employees for self-review.
- Cycle start: The cycle start date is when a performance review cycle begins.
- Skip-level manager: The skip-level manager is above the reporting manager within the organizational hierarchy.
- Delegate reviewer: Admins can delegate or allow managers to delegate the performance review to anyone in the organization to evaluate the employees’ performance.
- Additional reviewer: If the employee is collaborating with multiple teams, the admins can add anyone in the organization as an additional reviewer to evaluate the employee’s performance. Additional reviewers can only comment on the employees’ performance.
- Focal point review: Admins can conduct employee performance reviews at any time, as it is an admin-driven review cycle.
- Hire date based review: Admins can conduct the performance review of the employees based on their hire dates or customize the number of days, like 30 days, 60 days, 90 days, and 180 days. It is an automatic review process based on the employees’ hire date.
- Work anniversary review: Admins can conduct employee performance reviews based on their work anniversary. This is an automatic review process based on the employees’ hire date.
- Numeric rating: It is used to rate the employees’ performance using numbers.
- Verbal rating: It is used to rate the employees’ performance using shortcodes like NA (Not Adequate), BE (Below Expectation), ME (Meets Expectation), and EE (Exceeds Expectation).
- Rollback employee review: The admins and/or managers can rollback the employees’ reviews, allowing them to edit their reviews and submit them again.
- Rollback manager review: Admins can rollback the managers’ review, allowing them to edit their review and submit it again.
- Request resolution: The employees can request a resolution if they disagree with their manager’s ratings and comments.
- Halt: The admins can halt the performance review cycle to pause it for any period. It is available only for automatic reviews, such as Hire Date Based Review and Work Anniversary Review.
- 9-box rating scale: Admins can determine employees’ performance using the 9-box rating scale. This performance assessment tool evaluates employees’ performance and leadership potential. The grid consists of a 3×3 matrix representing employees’ performance on the x-axis and potential on the y-axis.
- Sign-off: It is the final approval of the performance review. Based on the admin settings, different participants electronically sign the performance review after completing the employees' evaluation.
- Assign: Admins can assign the template to the cycle. However, after assigning, the admin has to share the template.
- Share: After assigning the template to the cycle, admins can share it with the employees.
- Lock: The admins can manually lock the performance review cycle after completing the review process by all the participants.
- Review notes: Admins can enable the review notes in the performance review cycle. Employees and managers can view the review notes section on the review form, where they can add comments and attachments if required.
- Overall statuses: The following statuses are available during the review process:
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- Not started: No participants (employee, manager, admin, or additional reviewer) have submitted their reviews.
- Ongoing: The review is in progress, and some participants have submitted their reviews.
- Completed: All participants have submitted their reviews.
- Locked: The employee and manager have signed off, and the admin has locked the review.
- Participant statuses:
- Waiting: The employee's review is incomplete, so the manager's review is in a waiting state.
- Pending: The employee hasn't started their review. Even if the employee completes it, the status remains pending until the manager starts their review.
- In progress: The employee or manager has started the review but hasn't submitted it yet.
- Completed: The review is finished. You can view the actual rating if you have authorization to view the employee’s report. Otherwise, you can view the completed status.
- Manager’s team:
- My team: Employees who directly report to the manager (manager’s direct reports).
- Secondary team: It consists of employees for whom HR assigns a secondary manager, besides their reporting manager, in their profiles.
- Entire team: Includes both employees who directly report to the manager and those who report to their direct reports.
- Calibration: Performance calibration involves adjusting or standardizing performance ratings. Managers review their direct reports, and HR/admins collaborate with them to calibrate their performance ratings.
- Reviewer rating: It is the manager's rating on the employee's performance.
- Calibrated rating: HR/admins calibrate the rating after they discuss the employee's performance with their manager to justify their rating.
- Final rating: If HR/admins calibrate the manager’s rating, the calibrated rating will be the final rating. If HR/admins agree with the manager’s rating, the manager’s rating will be the final rating.