Flexible Rating Schemes

– New PerformanceHub feature

 

A couple of week ago, we released a new feature – Flexible Rating Schemes. We announced it with little fanfare as it was part of a larger release, so here’s a little more detail.

Before the update, all rateable items in PerformanceHub used the same rating scheme – things like Objectives, Feedback, Appraisal Fields and Overall Performance.

Although perfectly fine in most situations, it could be a little restrictive. With this new release, you can now define a different rating scheme for any rateable item.

You can even define a 2-axis rating scheme for overall performance. You may want to use this to rate Performance vs Potential or Delivery vs Behaviour or to create a “9-box grid” approach to performance measurement. The rich data-set this approach provides can be a great addition to your Talent Management process, particularly if you use Competency Based reviews.

Here are some other examples of what you can do:

    • Have a different rating scheme for Objectives vs Appraisals. One of the things many employees feedback on is that performance measures are often written with ‘overall performance’ in mind and they can’t easily be applied to individual objectives. Well, now you can.
    • How about rating feedback? Do you really want to use the same scheme you do for overall performance for informal feedback? Probably not. Well now you can define a new scheme, a 5 star one for instance.
    • Rateable appraisal fields. Many of our customers add rateable sections into appraisals. For instance, to cover performance reviews against company values. When doing this, you may want to define a rating scheme that matches performance against each company value and now you can.

Given the flexibility of the new feature, there are many ways you may want to use it.

 

To find out more or arrange a demo, please get in touch.

 

 

Personal Development Plans

Last week we launched Personal Development Plans, a great new feature you can enable in PerformanceHub at any time. Here’s a little more information. 

When enabled, PerformanceHub can help employees define and track progress on their personal development and HR can run a variety of reports to help understand the training and development needs of the company.

A development plan is made by creating Development Targets. A new PDP tab in the main menu bar lists all your/your team’s development targets, so you can see an individual’s complete development plan from one place. You can also see previously completed targets, so you can track achievements over time.

As well as the new tab, a new Personal Development Plan section is added to an appraisal, helping employees and their managers in 3 ways:

    • Provides an opportunity to create new development targets that may have been identified during the appraisal meeting
    • Shows outstanding development targets, giving an opportunity to mark them as complete during the appraisal
    • Provides a ‘snapshot’ record to show when a development need was first identified and when it was met

Either a manager or direct report can create a new development target, but if it is created by the direct report, their manager must agree it.

When a new target is created, a pop-up will take you through 4 steps to help define the target:

Step 1: What
Give the target a title and optional description.

Step 2: When
Optionally provide a due date for the target, useful when a new skill is required for an upcoming project for example.

Step 3: How
Describe how the target will be achieved and what support is required from the company. HR Admin can define a set of “General Approaches”, e.g. Training Course, Coaching, On The Job Training.. This can help categorise targets in reports.

Step 4: Why
Provide a reason for the target. Again, HR Admin can define a set of pre-defined reasons to help with report categorisation or to ensure that employees link their development targets back to company values or behaviours.

 

To find out more or arrange a demo, please get in touch.