Understanding the final review template

The final review as seen by managers can have 5 sections depending on the options selected by the administrator.

  1. The Template Review Topics
  2. Overall Employee and Manager Comments
  3. The Leadership Questionnaire (Optional)
  4. Manager Recommendation Questionnaire (Optional)
  5. HR Recommendation Questionnaire (Optional)

7 Steps To Start The Review Process In Your Organization

  1. Create a cycle with timelines (a. Performance b. Administration c. Cycle Management)
  2. Set your rating scale (a. Performance b. Administration c. Rating Scales)
  3. Decide on template styles (a. Performance b. Administration c. Settings)
  4. Decide on Final Recommendation Questions by Managers and HR. Default questions are already given (a. Performance b. Administration c. Recommendation Questionnaire)
  5. Create templates for self-review and manager review (a. Performance b. Templates c. +New Templates)
  6. Assign templates to employees from the Org Dashboard (a. Performance b. Org Dashboard c. Template – Actions)
  7. Share templates to employees from the Org Dashboard (a. Performance b. Org Dashboard c. Status – Actions)

Creating A New Cycle

A cycle represents the performance review timeline. It covers the sequence of dates from assigning employees a review template to the time when HR and managers sign off and lock the reviews of all employees.

 

You can create as many review cycles as you want. Once you have decided upon the frequency of reviews you should go ahead and create those cycles.

  • Go to ‘Administration’ in the ‘Performance’ menu.
  • Click on ‘Cycle Management’
  • The ‘Cycle Management’ homepage shows you the list of existing cycles and the cycle statistics of the respective cycles.
  • Click on ‘+New Cycle’
  • Add cycle information like Add Title, Review Period, Dates by which Templates should be assigned to and be completed by the managers, direct reports and administrators.
  • You can also control whether employees can manage reviews upon completion. If you do not want employees to see manager reviews, then in Visibility Settings, select ‘NO’. The HR can later on change this manually. By default, the setting is selected as ‘NO’.
  • You can also enable ratings, allow comments by managers and employees or make comments mandatory for both employee and manager.
  • Once you enable ratings, the rating scale and grade cluster will become visible. You are free to edit the rating scale according to what you think is appropriate. The grade cluster can also be adjusted accordingly to the rating scale by moving the slider up and down.
  • Additionally, you also have the option to enable Employee Potential, by checking either Enable Potential Rating or Enable Leadership Questionnaire. If you check Enable Potential Rating, a rating scale will appear right below it. This scale is editable and can be edited right there. If you check Enable Leadership Questionnaire, you can view the questionnaire. The questionnaire cannot be edited however.
  • Additionally, the Cycle Management homepage allows you to restrict the visibility of the cycles to specific users.
  • Select ‘restrict visibility’ through the ‘actions’ drop-down menu on the bottom right corner of a cycle name and select names of the employees to whom you want the cycle to be visible.
  • You can also go to the ‘Org Dashboard’ directly through the cycle management page by clicking ‘Go To Org Dashboard’ beside the cycle name.

Engagedly’s Linear Cycle Workflow

 

  1. Managers Create & Assign Templates  
  2. Share templates with employees
  3. Employees finish Self-Reviews
  4. Managers complete their reviews of their direct reports
  5. HR oversees, signs and locks all completed reviews.

Understanding Cycle Timelines

  • Title:

This is the name of your cycle (e.g. Q1 2015, Jan – Jul 2015, Annual Performance Review – 2015)

  • Performance review period:

This information will be used in all notifications to employees and will help them give feedback accordingly. E.g. For the 2015 Annual Review, the period of review could be Jan 1st 2015 – December 31st 2015.

  • Performance template should be assigned to employees by:

Assigning templates is the process by which relevant templates are matched with relevant employees.

This refers to the date by which HR or Managers should have created templates and assigned them to all employees. Prior to this date a reminder notification is sent to HR. You can however continue assigning templates beyond this date too.

  • HR should share template with employee by

Sharing templates implies that employees get notified that their review templates are ready and they can view it.

This is the date by which the HR should have shared templates to all relevant employees. Prior to this date a reminder notification is sent to the the HR. You can however continue sharing templates beyond this date too.

  • Employees can start their self-reviews on or after

Self-review is the process where employees can rate/add comments about themselves in the performance areas provided in the template.

On and after this date, employees can start entering their comments and ratings. On this date a reminder email is sent to all relevant employees who have templates assigned to them.

  • Employees should submit their self-reviews by

A reminder email is sent to all employees prior to this date. However even after this date, employees will still be able to submit self-reviews.

  • Managers should finish reviewing their direct reports by

A reminder email is sent to all managers prior to this date. However even after this date managers will still be able to submit reviews.

  • HR managers should finish reviewing and lock all appraisals by

A reminder email is sent to all HR managers prior to this date. However even after this date managers will still be able to manage reviews.

Other settings

  • Enable Ratings

Selecting this enables employees and managers to rate each topic in the review template. The rating scale can be set in the Performance> Administration page.

  • Allow managers to comment

This setting opens a comment box for managers to comment on each of the topics in the review template.

  • Allow employees to comment

This setting opens a comment box for employees to comment on each of the topics in the review template.

  • Are comments mandatory for employees and managers

This setting forces staff to add some comment in each of the relevant comment boxes. Empty submissions are not allowed.

Editing/Deleting Existing Cycle

  • Go to ‘Administration’ in the ‘Performance’ menu.
  • Click on ‘Cycle Management’
  • From the list of existing cycles, click on the Cycle Name that you want to edit.
  • Make your changes and click ‘Save’
  • To delete a cycle, click on the delete icon beside the cycle name from the list of available cycles.

Template Settings

  • Click on the ‘Settings’ tab in the ‘Administration’ section of the ‘Performance’ menu.
  • This tab allows you to change the template and available resources settings.
Performance Admin Settings
Template Theme

Templates in Engagedly are used to build the topics for the final review. Broadly there are two themes in templates.

 

1. The List View

2. The Nested View

 

It is important to know when to use these.

 

If you have simple questions or one word topics please use the List style. If you have nested questions please use the Nested option.

 

Examples below:

 

List View

Creating List Template

Nested View

Examples of Nested Template

Enable Leadership Questionnaire

 

Engagedly has a default Leadership Questionnaire built-in within the system. At this point, organizations have the ability to enable or disable the questionnaire. However they do not have the ability to modify the questionnaire. We are working on giving you a customizable leadership questionnaire and this should be available early next year.

 

By default this setting is enabled. You can always disable it.

 

When this setting is enabled, a leadership questionnaire can be attached to relevant templates. For example you may want to measure leadership potential for Senior Managers and not for Interns. The option of attaching this questionnaire with a template is available in the “Create Template” section.

Enable Leadership Questionnaire

How does the Leadership Questionnaire work?

 

Each question has a YES or NO option. Managers get to rate their direct reports. Each YES answer yields one point and each NO answer yields to zero points.

 

Reviewees scoring 0-3 points will be deemed to have Low Leadership Potential
Reviewees scoring 4-7 points will be deemed to have Medium Leadership Potential
Reviewees scoring 8-10 points will be deemed to have High Leadership Potential

Reviewees scoring

This survey is based on the Harvard Model of Leadership and is an indicator of potential. However, we urge reviewers to exercise their own judgement when looking at the results.

 

Show Template Library to All

 

The HR can create and push templates to a common library which can be accessed by other managers across the organization. By default, Engagedly restricts access only to the HR.

Allow all employees to create templates

 

The ability to create templates is by default available only to the HR. You can change this by giving all employees the ability to create templates. If you want line managers to be able to create templates, this can be a useful feature. Use this feature with caution.

 

Resources accessible while writing a performance review:

 

Engagedly allows you to access employee feedback, their job description and goals (If the Cascading Goal module is enabled) while writing reviews. This will help you write a comprehensive review based on past achievements and feedback.

  • Job Description ( These details can be filled while creating new users)
  • Goals
  • Documents
  • Notes
  • Archived
  • Feedback

 

Advanced Settings:

Display “Level” in dashboard:

This setting is useful for organizations which identify people based on Levels (not to be confused with designations). Some examples of Level nomenclature are L1, L2, L3, M1, M2 etc.

Recommendation Questionnaire

Click on Performance and then Administration and you will be redirected to the Performance Administration page. On this page, click on “Recommendation Questionnaire” and you will be able to view it.

 

Reviews in general serve two purposes: 1.) To give feedback for employee to improve and 2.) For organizations to identify future plans for employees.

 

Engagedly has a questionnaire builder for this which surveys manager and HR intentions (these are optional). The default questionnaire asks some simple, yet pertinent questions which can help HR get some great analytics.

 

The Manager Recommendation Questionnaire will be available for managers to fill for their direct reports.

 

The HR Recommendation Questionnaire will be available for HR to fill for all employees. Craft HR questions which help you collate final recommendations for the organization to use.

Recommendation Questionnaire

You can see how this fits within a review over here.

You can also see how the analytics looks like here

Creating New Review Template

Understanding Templates:

Templates house the main review questions or areas that employees and managers rate and comment on. One can create unlimited templates. Many organizations usually have one performance review template per “role”. However you can also (if desired) use one standard template for all employees.

 

Attached to each template are “weights” for weighted averages across sections and the “Leadership Questionnaire”.

 

Creating a new template

  • Go to ‘Templates’ in ‘Performance’ menu.
  • Click on ‘+New Template’ and fill in the details like template title and review sections.
  • Add the ‘Performance Review Sections’
    The sections show up based on the Template Settings (Nested or List view) you must have chosen earlier
  • Click on ‘Save & Next’. You will be redirected to the ‘Weighting’ page.
  • By default weights are selected but you can disable it. Remember, if you use weights the total should tally up to 100%.
  • The sections can also be reordered here using the tile icon.
  • As you type out a topic or competency, you get a text box which allows you to write a detailed description. Use this to instruct reviewers on how to and what to rate. Descriptions give a lot of clarity to reviewers.

 

Creating Templates

Please see how descriptions are laid out (in finer print) here

An example of how this can be used is :

Creating Templates

In the Nested View you get the option to search and add from a library of competencies. This is explained further in Advance Settings.

Here’s a list of things that you can do in the ‘Templates’ tab after creating a template. These are useful for advanced users. If you are starting now, you can skip this section and head straight to Assigning Templates.

 

  1. Assigning Templates – Click on the ‘Assign’ button below the template name that you want to assign. Select the employees to whom you want to assign the template to and select the cycle. Click ‘Submit’
  2. Distributing Templates – Click on the dropdown menu beside the ‘Assign’ button and select ‘Distribute’. Add users and click ‘Submit’.
  3. Discussions On Templates – Click on the dropdown menu beside the ‘Assign’ button and select ‘Discuss’. Add users and click ‘Submit’
  4. Publishing To Library – Click on the dropdown menu beside the ‘Assign’ button and select ‘Publish To Library’. Click ‘Ok’. Once a template is published to the library, it cannot be recalled.
  5. Changing Ownership – Click on the dropdown menu beside the ‘Assign’ button and select ‘Change Ownership’. Select user and click ‘Submit’
  6. Export To PDF – Click on the dropdown menu beside the ‘Assign’ button and select ‘Export To PDF’
  7. Preview – Click on the dropdown menu beside the ‘Assign’ button and select ‘Preview’.
  8. Edit – Click on the dropdown menu beside the ‘Assign’ button and select ‘Edit’.
  9. Delete – Click on the dropdown menu beside the ‘Assign’ button and select ‘Delete’.

Adding Employees To A Cycle

When a new cycle is created, by default, there are no employees who are part of the cycle. Administrators will need to add employees to the cycle.

 

If all employees are part of this cycle then you can add all of them in one click with the ‘Add All Employees’ action.

 

If your organization runs parallel cycles with different sets of employees you can search select and add employees with the ‘Search & Add Employees’ action.

Add All Employees – When you click on this, all the employees in an organization will be added to a cycle.

 

Search & Add employees – When you click on this option, you be redirected to a new page where you can see a list of all the employees in your organization. There is a checkbox next to each employee’s name. Select the employees you want to add to the cycle, and then click on Add. They will appear in the Selected Employees column.

You can also remove employees from the Selected Employees column If you have selected a few employee by mistake or decide that you do not want to add an employee to the cycle.

 

Once you’ve finalized the list of selected employees, click on Save. You will now be redirected to the Org Dashboard page where you can see all the employees who are a part of the cycle.

 

Note: Blocked users will still remain in the cycle. They can be identified by a small icon next to their name and the fact that their complete row is a different colour from the rest of the page.

Note: Adding users or deleting users do not generate any notifications.

Removing Employees From A Cycle

To remove employees from a cycle, hover on the gear icon next the Employee title and click on ‘Remove from cycle’. Select the employees you want to remove from the cycle and click on Remove.

Tip: If you want to exclude just a few employees from a cycle you can add all employees and then remove the employees you want to exclude.

Assigning Performance Review Templates

Go to ‘Org Dashboard’ and select a cycle. A list of employees who have been selected for that particular cycle will be shown.

 

You can either assign templates to employees all together or individually. To assign templates individually, click on Assign in the Template column, next to the employee’s Job Title.

A light box opens up and here, you will be able to search for and select a template for the user. Once you are done selecting, click on Submit. Once a user has been assigned a template, a green check mark will be shown in the place of Assign.

To assign templates at one go, in the Template drop down menu, click on Assign. All the employees to whom you have not assigned templates will be shown with a check box next to their name.

 

To select all employees, click on the checkbox which is next to the Employee title. This will automatically select all the employees, which you can see because the checkboxes next to their name will have a check mark.

 

You can alternatively also select only the employees you want by selecting the checkboxes next to their name.

Recalling or Retracting Templates

You can recall templates by selecting Recall from the Template drop down menu. Clicking on the Recall action will make checkboxes appear next to all the users who have been assigned templates. Check the boxes next to users from whom the template needs to be recalled and then click on Recall.

 

Note: Once a template has been locked by the HR, it cannot be recalled unless the template is unlocked first.

Sharing Performance Review Templates

Once you are done assigning templates, the next thing you need to do is share them. This you can do by clicking on the Share action under the Status column.

 

You can share templates individually or you can also share templates with employees at one go by selecting Share in the Status drop down menu and selecting the checkbox that appears next to the Employee title.

 

Note: Once a manager or HR assigns a performance review template to his direct reports, it reflects on the direct report’s dashboard only after the HR shares it with the direct report.

After the performance review is completed by both the direct report and the manager, the administrator can lock it.

Org Dashboard

Note: All the columns in the Org Dashboard can be sorted which makes it easier for administrators.

 

An administrator can perform various actions on the ‘Org Dashboard’. They can change the ‘Status’ of a performance review template; they can either ‘Share’ a template with a user or ‘Recall’ an already assigned template. They also have an option to filter the users based on their departments. 

 

The administrator can also enable or disable Leadership Potential (LP) for employees. There’s a column called LP, next to the Status column. Here, administrators can use the Enable or Disable action to alter the leadership potential for employees. Disabling LP will show as a red ‘x’ mark for employees.

 

Note: The Leadership Potential column will only show on the Org Dashboard if it has been enabled during Cycle creation. The LP column can be enabled/disabled even after cycle creation by the HR administrator by editing the Cycle where you want the column to be enabled or disabled.

 

The administrator also has the power to unlock the performance review of an employee or a manager. You can unlock a signed review by selecting ‘Unlock’ under the ‘HR’ dropdown menu and selecting the user name that you want to unlock it for

If during Cycle creation, you set Visibility Settings (Employee sees manager comments & ratings instantly upon manager submission.) as NO, then you will also see two more actions in the Org Dashboard.

 

These are:

  • Show Manager Review To Employees
  • Hide Manager Review From Employees

 

When you select these actions, you can either make manager reviews visible to employees or hide them.

Engagedly's performance org dashboard

Alternatively, administrators can also change the setting manually. Click on a preview of the manager review from the Org Dashboard. You will be able to make the change there.

Engagedly's Performance Org Dashboard

The ‘Org Dashboard’ can be viewed in both list view and hierarchy view, you just have to click on which view you prefer at the top of the list.


Download Performance Reviews

Consolidated Employee Reviews

Administrators can download combined employee performance reviews from the org dashboard or they can download employee performance reviews individually.

 

If you want to download employee performance reviews for a number of employees at one go, go to the Performance Org Dashboard and hover on the Export menu. You have the option to download reviews for all the employees who are a part of the current cycle, or you can download the reviews of a select few employees from the current cycl

Performance Org Dashboard

To download reviews for a select number of employees, select the option ‘Select & Export to PDF’. You will then see checkboxes next to employee names. Once you have selected the employees, click on Export. The download link will then be sent to your email id (the one you use for Engagedly account.)

Performance Org Dashboard

To download reviews for all employees, select the option ‘Export all to PDF’. A download link with the reviews will then be sent your email id.

Individual Employee Reviews

To download individual employee reviews, click on either the employee, manager or HR ratings of the employee.

The employee’s performance review opens up. When you hover on the ‘Export as PDF’ option, you see the different versions of the review that you can download.

Performance Org Dashboard

You can download a review that contains the complete review or you can download versions that do not have the HR Recommendations or the Manager Recommendations.

The other three tabs in the ‘Org Dashboard’ menu are ‘Recommendation Responses’, ‘Recommendation Analytics’ and ‘9 Box Analytics’.

 

The ‘Recommendation Responses’ page shows you responses on the recommendation questionnaire which have been made by the manager and the administrator.

 

The recommendation questionnaire is added to every review template and the manager gives a response when he reviews it. ‘Recommendation Analytics’ shows you the graphical representation for the same.

 

The ‘9 Box Analytics’ tab allows the HR to view leadership potential of all the employees who have been given the Leadership Questionnaire. The leadership potential of employees can be viewed based on review cycles. If the questionnaire has not been enabled for a review cycle, then the 9 box analytics will not show up.



Engagedly's Performance Review
Manager Recommendation Responses
Org Dashboard
Engagedly's Performance Review

After the due date for the performance review has passed, the administrator can lock it. Select ‘Lock’ under HR actions and select the users whose performance review you want to lock and then click on ‘Lock’.

Engagedly's Performance Review

Competencies

This tab can be seen in the ‘Administration’ section only when you select ‘Hierarchy’ view in the settings tab.

Engagedly's Performance Review

‘Competencies’ is a list of pre-set competencies and representative behaviors that can be added to a template directly instead of manually adding performance review sections.

Competencies

To create a new competency, click on ‘+New Competency’ and add competency details. This competency will be available in the list of competencies and can be used when you create a new performance review template.

Competencies

Grade Clusters

‘Grade clusters’ helps you categorize the performance of your employees into three categories – Low, Medium and High based on both employee and manager ratings.

 

The minimum and maximum values are preset (0 – min, 100 – max). You can customize the other values based on the percentage that you want the categories to represent.

Grade Clusters

Performance Review Form

  • Go to Org Dashboard from Performance and click on either employee rating or manager rating.
  • The performance review form opens.
  • You can edit manager review visibility for an employee.
  • Click on ‘Change’ beside Visibility under the employee name and edit the visibility of manager reviews.
  • This page also shows you employee and manager reviews on various sections like ‘Performance areas’ , ‘Manager recommendations’ and ‘Employee Potential’
  • You can fill in the HR remarks in the form and ‘Save’ it.
  • You can also fill in ‘HR Recommendations’ and ‘Lock’ it. Or you can save it and lock it later from the ‘Org Dashboard’
Performance Form Lock

Resource Center

The expandable ‘resource center’ bar on the bottom of the page helps you quickly go through the reviewee details like

 

Job Description – Here you can see the job description and responsibilities of the reviewee

 

Goals – This section shows you the active and archived goals of the reviewee from previous six months to the current date. You can also use the date picker to find goals from a particular date and search bar for easy search.

 

Feedback- This section shows you the feedback received by the reviewee from previous six months to the current date. You can also use the date picker to find feedback from a particular date and search bar for easy search.

 

Notes – This section shows you the notes where the reviewee has been mentioned from previous six months to the current date. You can also use the date picker to find notes from a particular date  and search bar for easy search.

 

Documents – This section shows you the documents that are uploaded by the manager/admin for the reviewee from previous six months to the current date. You can also use the date picker to find documents from a particular date  and search bar for easy search.

You can also download the documents by clicking the ‘download’ icon beside the document name.

 

Past Reviews – Here you can see the archived performance reviews of the reviewee from past six months. You can also use the date picker to find performance reviews from a particular date  and search bar for easy search.

 

360 Feedback – Here you can see the multi-rater feedback received by the reviewee in past six months. You can also use the date picker to find multi-rater feedback from a particular date  and search bar for easy search.

Updated for Engagedly Release No: 2.3.0, dated September 19  2016.