NOTE - This article is intended for administrator users. Only company administrators on the platform can set up performance evaluations, if you want to know more about it click here.
The performance evaluation can be performed in 5 different and optional categories. Some of them are pre-configured in the company settings, while others require a questionnaire for performance evaluation. Here's what these types are and what kind of settings are needed for each:
Evaluation by employee results (this step can be performed in four different ways: by initiatives, by OKRs, by roles and responsibilities, or by a questionnaire).
Evaluation by competencies (previously registered).
Evaluation by values (previously registered).
Evaluation by potential (based on a questionnaire).
Evaluation by feedbacks (based on a questionnaire).
In this article, you will learn how to set up each one of them. To do so, we will organize the evaluation types according to their similarity in the setup process, dividing this article into 3 parts:
To learn how to set up a review cycle from scratch, click here. In this article you will find out how to set up the performance evaluation to address each one of the evaluation criteria.
1. How to set up a performance evaluation by initiatives and by OKRs?
As mentioned above, performance evaluation by initiatives and by OKRs is a type of performance evaluation by results. The purpose of this evaluation type is to measure how well employees are completing their key results initiatives. Thus, the set-up process is similar. Let’s take a look at how each one is done.
➡️ How to set up a performance evaluation by initiatives?
In this option, employees must first submit initiatives for evaluation before you can enable this option in the cycle.
How to submit an initiative for a performance evaluation?
Once the submission is done, you just have to select in the Steps of the Review Cycle, the Results option and leave the questionnaire field blank:
Next, enable the "Enable assessment for responsibles of initiatives" option in the Evaluation Execution Screen settings.
NOTE - The deadline date of the initiative must be within the quarters selected for the review cycle (for example, if your cycle will evaluate the second quarter of the year, the initiative deadline to evaluate must be within April, May, and June) in order for them to be included in the Performance Evaluation.
Remember that when selecting the option, you can choose to evaluate only the responsible persons for the initiative, or to evaluate the responsible and co-responsible persons.
➡️ How to set up a performance evaluation by OKRs?
In this evaluation type, the employee's performance will be evaluated based on the goals and key results for which he/she is responsible. In opposition to the evaluation by initiatives, it is not necessary to send the wanted goals, as long as they are correctly registered in the platform and have the same period of occurrence of the evaluation cycle.
Once these settings are correct, select in the Stages of the Review Cycle, the Results option in the stage field and leave the questionnaire field blank:
Next, enable the "To assess Objectives and Key Results" option in the Evaluation Execution Screen settings:
Remember that when selecting the option, you can choose to evaluate only the responsible persons for the key results, or to evaluate both responsible and co-responsible persons. You can also choose that the key results of the strategic goals are not part of the performance evaluation.
2. How to set up a performance evaluation by roles and responsibilities, by competencies and by values?
All three types of performance evaluation require pre-registered company settings. In other words, first of all, you must register the company's competencies, values, roles and responsibilities. Once this is done, the configuration in the performance evaluation is extremely simple, you just have to include them in the cycle. You can do this in the review cycle settings, in the Review Cycle Stages section.
➡️ How to set up the performance evaluation by competencies?
Evaluate the employee by the competencies included in their position or team. Each competence can be divided into behaviors for evaluation (optional). If you choose to include the competencies stage in the performance evaluation, first you have to create the categories that will group them, as well as configure them with the expected behaviors.
For the competencies evaluation, all you need to do is select the "Skills" in the Stages of the Review Cycle option in the stage field and the registered competencies will be brought to the evaluation:
Note: the competencies stage has two extra optional settings. In the Evaluation Execution Screen settings, you can activate the settings ‘View additional skill information’ and ‘Enable skills assessment by behaviors’.
Select the first option if the competencies have details, such as expected behavior, and if you want employees to be able to access them during the evaluation. Select the second option if you want to use the behaviors registered in the competencies (defined in the competency menu under settings) for the evaluation instead of the competency.
➡️ How to set up the performance evaluation by values?
Identify if the company’s values are in accordance with the employee's actions. If the evaluation also has the values stage, you first have to configure them in the platform. In order to do this, you can go back to step 02 of the company settings, in the corporate culture section, and recall the creation process.
For the evaluation of values, in the Steps of the Review Cycle, you just have to select the 'Values' option in the step field, and the registered values will be brought to the evaluation:
➡️ How to set up the performance evaluation by roles and responsibilities?
For evaluation by roles and responsibilities, which is one of the performance evaluation types by results, you have to configure the company's roles and responsibilities and enable this option in the cycle.
For the evaluation by roles and responsibilities, in the Stages of the Review Cycle, you just have to select the 'Results' option in the stage field and leave the questionnaire field blank.
Next, enable the "Enable Deliverables Assessment" option in the Evaluation Execution Screen settings.
3. How to set up a performance evaluation by results (questionnaire), by potential and by feedbacks?
As mentioned before, some performance evaluation types require the creation of a questionnaire to be used.
The evaluations that require a questionnaire are the evaluation by potential and by feedbacks. The evaluation by results can be performed in four different ways: by initiatives, by OKRs, by roles and responsibilities (previously set up) or by a questionnaire.
To set up these three performance evaluation types, all you need to do is learn how to set up a questionnaire for performance evaluation. The step-by-step instructions are detailed in this link.
And that's it!
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